The Big Five Locator is an easy-to-use instrument for assessing an individual’s personality profile (Howard and Howard, 1993). The short version shown here for demonstration should be seen as providing only an approximate measure of traits and individual differences. Calculate your openness score by adding the numbers you circled on the third row of each five-line grouping: row 3 + row 8 + row 13 + row 18 + row 23: score = ___________________ 

Calculate your conscientiousness score by adding the numbers you circled on the last row of each five-line grouping: row 5 + row 10 + row 15 + row 20 + row 25: score = ___________________ 

Calculate your extraversion score by adding the numbers you circled on the second row of each five-line grouping: row 2 + row 7 + row 12 + row 17 + row 22: score = ___________________

Calculate your agreeableness score by adding the numbers you circled on the fourth row of each five-line grouping: row 4 + row 9 + row 14 + row 19 + row 24: score = ___________________ 

Calculate your negative emotionality score by adding the numbers you circled on the first row of each five-line grouping: row 1 + row 6 + row 11 + row 16 + row 21: score = ___________________ 

Enter your five scores in this table (in OCEAN order):

On the centre scale, circle the point which most accurately describes you between each of the two terms presented. If the two terms are equally accurate in their description, then mark the middle point.

When you have calculated your five scores, transfer them to this interpretation sheet by putting a cross at the approximate point on each scale: 

1. How accurate do you find your personality profile from this assessment? If it was inaccurate, why do you think that was the case? 

2. How helpful is this personality assessment to job interviewers who need to make predictions about a candidate’s future job performance? What aspects of the assessment make it valuable in this respect? What aspects make it unhelpful? 

3. What actions can be taken to maximize the contribution of personality assessments in selecting candidates for jobs?

Why do you think we as individuals are interested in understanding more about our personalities?

Why do you think organizations are interested in the personalities of job applicants?

Transcribed Image Text:

Trait Openness Conscientiousness Extraversion Agreeableness Negative emotionality Score