Why a one-size-fits-all approach falls short
When it comes to understanding personality, the Big Five framework is one of the most widely recognised and scientifically validated models. It provides a comprehensive snapshot of an individual across five key dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism.
However, as powerful as the Big Five is, relying solely on this model for assessing candidates for all types of roles can fall short.
In today’s job market, using a single, generic approach often isn’t enough to uncover the nuanced traits and competencies that different roles require. That’s why at Clevry, we go beyond the Big Five, and offer both broad personality insights (Big 5) along with deeper, trait-based assessments to give you a more tailored, actionable understanding of your candidates and their strengths.
The Big Five: Strengths and limitations
The Big Five framework is undeniably valuable. It provides a solid, research-backed foundation for understanding general personality traits and offers a clear summary of how individuals might behave across different contexts. However, it’s not designed to capture the specific personality nuances required for success across numerous different job types and roles.
For example:
- A customer service role may require a combination of emotional resilience, patience, and high agreeableness, which may not be adequately detailed by Big Five dimensions alone.
- A sales position might demand assertiveness, competitiveness, and a willingness to take calculated risks—traits that the Big Five cannot isolate with precision.
- Leadership roles often hinge on a mix of visionary thinking, decisiveness, and strategic adaptability, requiring a deeper dive into specific competencies.
While the Big Five is a fantastic summary tool, it’s not a one-size-fits-all solution for assessing candidates in diverse, role-specific contexts.
Why one size doesn’t fit all
Every role requires a unique blend of personality traits and competencies. A single, generic test like the Big Five may provide a useful overview, but it lacks the granular depth needed to:
- Pinpoint role-specific traits:
Not all roles require the same balance of personality traits. For instance, high extraversion may be beneficial for a sales role but less relevant for analytical or technical positions. - Match organisational culture:
Beyond role requirements, individual traits must align with team dynamics and organisational values to ensure long-term success. - Assess situational adaptability:
Real-world roles demand flexibility, requiring assessments that measure traits in nuanced, context-specific ways.
Enter Clevry: The best of both worlds
At Clevry, we understand that no two roles are the same. That’s why we’ve enhanced our assessment suite to include the Big Five Personality Questionnaire (PQ) as well as customisable, trait-based assessments. This unique combination allows businesses to assess candidates both broadly and deeply, depending on the context.
Here’s how we help you go beyond the Big Five:
- Broad overview with the Big Five PQ:
Our Big Five PQ provides a powerful general understanding of personality traits, offering a strong starting point for candidate assessment. - Granular insights with trait-based dimensions:
Dive deeper into specific personality dimensions that are critical for a given role. Our trait-based assessments are designed to be highly customisable, allowing you to measure exactly what matters most for success. - Tailored to your needs:
Whether you need a high-level summary or detailed trait analysis, our suite of assessments can be adapted to fit your unique hiring goals and organisational requirements. - Enhanced decision-making:
By combining the Big Five with trait-based insights, you’ll gain a more holistic understanding of each candidate, helping you make informed, confident hiring decisions.
The competitive edge
Employing a tailored assessment approach gives your organisation a significant advantage. It ensures that you’re not just hiring qualified candidates but finding individuals who are perfectly suited for the role, team, and company culture. This strategic alignment drives higher performance, greater job satisfaction, and reduced turnover.
Start exploring Clevry’s Big Five PQ today
The addition of the Big Five PQ to our suite of assessments means you can now enjoy the best of both worlds: broad, research-backed personality insights and precise, trait-specific evaluations. Don’t settle for a generic, one-size-fits-all approach when you can leverage tools designed to meet the unique demands of your business.
Want to discover more about how we can help you go beyond the Big Five and get more from your candidates? Contact us using the form below or book a quick demo now.
