{"id":50606,"date":"2025-02-24T15:59:54","date_gmt":"2025-02-24T15:59:54","guid":{"rendered":"https:\/\/www.clevry.com\/?p=50606"},"modified":"2025-02-12T16:07:21","modified_gmt":"2025-02-12T16:07:21","slug":"going-beyond-the-big-five","status":"publish","type":"post","link":"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/","title":{"rendered":"Going beyond the Big Five"},"content":{"rendered":"\n<h2 class=\"wp-block-heading\">Why a one-size-fits-all approach falls short<\/h2>\n\n\n\n<p>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.&nbsp;<\/p>\n\n\n\n<p>However, as powerful as the Big Five is, relying solely on this model for assessing candidates for all types of roles can fall short.<\/p>\n\n\n\n<p>In today\u2019s job market, using a single, generic approach often isn\u2019t enough to uncover the nuanced traits and competencies that different roles require. That\u2019s 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\u00a0 candidates and their strengths.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-image size-large\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"535\" src=\"https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five-1024x535.png\" alt=\"Going beyond the Big Five\" class=\"wp-image-50607\" srcset=\"https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five-1024x535.png 1024w, https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five-300x157.png 300w, https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five-150x78.png 150w, https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five-768x401.png 768w, https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five.png 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Big Five: Strengths and limitations<\/strong><\/h2>\n\n\n\n<p>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\u2019s not designed to capture the specific personality nuances required for success across numerous different job types and roles.<\/p>\n\n\n\n<p>For example:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>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.<\/li>\n\n\n\n<li>A sales position might demand assertiveness, competitiveness, and a willingness to take calculated risks\u2014traits that the Big Five cannot isolate with precision.<\/li>\n\n\n\n<li>Leadership roles often hinge on a mix of visionary thinking, decisiveness, and strategic adaptability, requiring a deeper dive into specific competencies.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>While the Big Five is a fantastic summary tool, it\u2019s not a one-size-fits-all solution for assessing candidates in diverse, role-specific contexts.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why one size doesn\u2019t fit all<\/strong><\/h2>\n\n\n\n<p>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:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Pinpoint role-specific traits:<\/strong> <br>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.<br><\/li>\n\n\n\n<li><strong>Match organisational culture:<\/strong> <br>Beyond role requirements, individual traits must align with team dynamics and organisational values to ensure long-term success.<br><\/li>\n\n\n\n<li><strong>Assess situational adaptability:<\/strong> <br>Real-world roles demand flexibility, requiring assessments that measure traits in nuanced, context-specific ways.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Enter Clevry: The best of both worlds<\/strong><\/h2>\n\n\n\n<p>At Clevry, we understand that no two roles are the same. That\u2019s why we\u2019ve enhanced our assessment suite to include the Big Five <a href=\"https:\/\/www.clevry.com\/en\/platform\/assessments\/personality-questionnaires\/\">Personality Questionnaire<\/a> (PQ) as well as customisable, trait-based assessments. This unique combination allows businesses to assess candidates both broadly and deeply, depending on the context.<\/p>\n\n\n\n<p>Here\u2019s how we help you go beyond the Big Five:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Broad overview with the Big Five PQ:<\/strong><br>Our Big Five PQ provides a powerful general understanding of personality traits, offering a strong starting point for candidate assessment.<br><\/li>\n\n\n\n<li><strong>Granular insights with trait-based dimensions:<\/strong><br>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.<br><\/li>\n\n\n\n<li><strong>Tailored to your needs:<\/strong><br>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.<br><\/li>\n\n\n\n<li><strong>Enhanced decision-making:<\/strong><br>By combining the Big Five with trait-based insights, you\u2019ll gain a more holistic understanding of each candidate, helping you make informed, confident hiring decisions.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The competitive edge<\/strong><\/h2>\n\n\n\n<p>Employing a <a href=\"https:\/\/www.clevry.com\/en\/services\/soft-skills-advisory-training\/bespoke-psychometric-test-design\/\">tailored assessment<\/a> approach gives your organisation a significant advantage. It ensures that you\u2019re 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.<\/p>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Start exploring Clevry\u2019s Big Five PQ today<\/strong><\/h2>\n\n\n\n<p>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\u2019t settle for a generic, one-size-fits-all approach when you can leverage tools designed to meet the unique demands of your business.<\/p>\n\n\n\n<p>Want to discover more about how we can help you go beyond the Big Five and get more from your candidates?&nbsp;Contact us using the form below or <a href=\"https:\/\/www.clevry.com\/en\/platform\/contact-us\/\">book a quick demo now<\/a>.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n","protected":false},"excerpt":{"rendered":"<p>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.&nbsp; However, as powerful as the Big Five is, relying solely [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":50607,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[64],"tags":[],"class_list":["post-50606","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-assessment"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Going beyond the Big Five - Clevry<\/title>\n<meta name=\"description\" content=\"Today, using a single, generic assessment isn\u2019t enough to uncover the nuanced traits and competencies that...\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Going beyond the Big Five - Clevry\" \/>\n<meta property=\"og:description\" content=\"Today, using a single, generic assessment isn\u2019t enough to uncover the nuanced traits and competencies that...\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/\" \/>\n<meta property=\"og:site_name\" content=\"Clevry\" \/>\n<meta property=\"article:published_time\" content=\"2025-02-24T15:59:54+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Ryan Inglethorpe\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Ryan Inglethorpe\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/\"},\"author\":{\"name\":\"Ryan Inglethorpe\",\"@id\":\"https:\/\/www.clevry.com\/en\/#\/schema\/person\/67249201cfb81630f145343acfdae45b\"},\"headline\":\"Going beyond the Big Five\",\"datePublished\":\"2025-02-24T15:59:54+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/\"},\"wordCount\":729,\"publisher\":{\"@id\":\"https:\/\/www.clevry.com\/en\/#organization\"},\"image\":{\"@id\":\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.clevry.com\/wp-content\/uploads\/Going-beyond-the-Big-Five.png\",\"articleSection\":[\"Assessment\"],\"inLanguage\":\"en-GB\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/\",\"url\":\"https:\/\/www.clevry.com\/en\/blog\/going-beyond-the-big-five\/\",\"name\":\"Going beyond the Big Five - 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