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CEOWORLD magazine - Latest - CEO Insider - The OCEAN Test And What To Expect

CEO Insider

The OCEAN Test And What To Expect

OCEAN is an acronym for Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. These five factors are basic for those looking for new employees to work for them. The OCEAN test is a personality test commonly used for the career sector. We could say these are some important soft skills. Today we will see what this test attempts to discover and why this is so important for employers.

  1. Openness
    Most people misunderstand the direction of this characteristic, believing that openness is related to someone’s ability to accept new things and ideas. Even though this is not completely wrong, it is not the case regarding the OCEAN test. This parameter examines the ability of an individual to think abstractly. Our tendency to be philosophical is a sign that we would score high when it comes to openness during this particular test. A recruiting team seeking artists could feel strongly about an applicant with a high score here. People who do not seem to have this characteristic are more likely to prefer the practical side of life and are not expected to care about art and philosophy. Scientists are not excluded from those with high openness as long as they have original ideas and can be creative. Mathematicians and physicists, in particular, have high scores in this sector.
  2. Conscientiousness
    This is a really important characteristic for companies that look for hard-working employees and people who are ambitious enough to do their best. At this point, the strong will is put under the microscope. In addition, the ability of someone to show self-discipline and be focused and organized on their target is also examined. Efficient employees should be fine as long as they can have a high score in this category. However, the leaders of tomorrow should carry a combination of talents to go that extra mile that will separate them from the rest of the group.
  3. Extraversion
    Depending on whether someone is an introvert or an extrovert, they should be better for different tasks. Still, the reason that this parameter is being evaluated is not to determine which job is right for each individual. On the contrary, it can be used as a tool to evaluate all applicants. The idea is that extroverted people seem to seek more for other people’s approval and admiration. This acts as a perfect motivation to keep them going. Apart from a useful social skill, this is a meter of someone’s will to improve. Besides, having extroverts working in your group can help other employees get motivated as well. Last but not least, they will always be happy to make a presentation and say a few good words about the company in their social circle.
  4. Agreeableness
    Another social skill and personality characteristic is important for selecting the right applicant. Agreeableness determines the willingness of an individual to put other people’s needs over their own. Helpers will have a high score here. In addition, recruiters can check whether someone is equipped with empathy and if they can understand other people’s feelings. Agreeableness is priceless in cases where large groups of people have to work together on a certain project. Helpers are quite valuable for the normal function of a company, and regardless of whether they are expected to be promoted, they need to be the majority of the company’s working force.
  5. Neuroticism
    This last parameter is used as a tool to block all applicants likely to cause problems in the company. Neuroticism implies that a person tends to be pessimistic and experience negative feelings. While a positive person may have as many failures, people who score high in neuroticism are likely to act in the wrong way. They are expected to become angry or shy or even feel a great amount of guilt, which would not benefit the company. Even though employers are not expected to be worried about how employees feel, they show great concern about how they react and how that affects their performance and interaction with their co-workers.

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CEOWORLD magazine - Latest - CEO Insider - The OCEAN Test And What To Expect
Anna Siampani
Anna Siampani, Lifestyle Editorial Director at the CEOWORLD magazine, working with reporters covering the luxury travel, high-end fashion, hospitality, and lifestyle industries. As lifestyle editorial director, Anna oversees CEOWORLD magazine's daily digital editorial operations, editing and writing features, essays, news, and other content, in addition to editing the magazine's cover stories, astrology pages, and more. You can reach Anna by mail at anna@ceoworld.biz