The Big Five Model: The Complete Guide to Utilising Psychology for Hiring & HR

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Unlocking personality to build exceptional teams

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Cracking the code of human personality is essential for building high-performing teams. In fact, personality has been shown to have a greater impact on team performance than skills alone. One study revealed that 78% of people believe personality is the most important factor when hiring.

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Psychologists have studied personality for decades, developing reliable models that can be used to assess traits and improve team dynamics across all industries. One of the most trusted and scientifically supported frameworks is the Big Five model.

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What is the Big Five model?

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Also known as the Five-Factor Model (FFM), the Big Five model is a framework that categorises human personality into five core dimensions: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. These traits help predict how individuals may behave in different environments, including the workplace.

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Thanks to its strong scientific foundation, the Big Five model is widely recognised as one of the most reliable tools for understanding how personality influences performance across a wide range of roles.

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The five key traits and what they mean

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Openness to experience

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This trait describes a person’s level of creativity, curiosity, and willingness to embrace new ideas. People who score highly in openness tend to be imaginative, adaptable, and enthusiastic about learning. In the workplace, they often shine in roles that demand problem-solving, innovation, or forward thinking.

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Conscientiousness

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Individuals with high conscientiousness are organised, dependable, and focused on goals. They manage time well, meet deadlines, and show strong follow-through on tasks. This trait is consistently linked to job performance and is especially valuable in roles that require structure, reliability, and long-term planning.

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Extraversion

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Extraverts thrive in social settings. They are outgoing, energetic, and often take initiative in team environments. These individuals tend to perform well in customer-facing roles or leadership positions. Conversely, introverts may be more suited to roles that require deep focus and independent work.

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Agreeableness

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Agreeableness reflects how cooperative and empathetic a person is. People who score high on this trait are typically good listeners, conflict-averse, and considerate colleagues. They help maintain harmony and strengthen team culture, and often do well in HR, support, and customer service positions.

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Neuroticism

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This trait refers to emotional sensitivity and reactivity. Individuals with higher levels of neuroticism may be more prone to stress, but they also tend to be detail-oriented and cautious. While this trait can present challenges in high-pressure roles, it can be an advantage in positions that require vigilance, accuracy, and risk management.

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How the Big Five model improves hiring decisions

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Using the Big Five model in recruitment helps assess whether a candidate’s personality traits align with the demands of a specific role. For example, a conscientious candidate may be ideal for project management, while someone high in extraversion could thrive in sales or customer service.

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Evaluating personality traits alongside technical skills allows hiring managers to build more balanced teams. It also supports better long-term fit, as employees whose personalities align with the role and company culture are more likely to feel satisfied and stay longer in their positions – reducing turnover and strengthening workplace morale.

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Leveraging the Big Five for employee development

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The value of the Big Five model doesn’t stop after hiring. Understanding personality traits also helps inform professional development. For instance, someone with high neuroticism might benefit from stress management tools, while an employee with high openness might enjoy opportunities for continued learning or creative projects.

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By using personality insights to personalise growth strategies, businesses can help employees thrive in their roles, strengthen team cohesion, and unlock untapped potential.

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The Big Five model gives HR professionals a clear, scientifically backed way to understand individual behaviour and optimise team performance. Whether you're hiring or developing existing talent, this framework allows you to make more informed decisions and create stronger, more adaptable teams.

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Want to go deeper?

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Our free guide walks you through the Big Five model in detail, explaining how each trait works and how to apply it in real-world hiring and HR decisions. Download the guide today and learn how to make personality part of your performance strategy.

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