A number of psychologists believe that personality traits play a huge role in determining job performance. In fact, research shows that more employers are adding personality tests to their recruitment process. Most do so to determine whether a candidate would fit in the company culture, job role, and team he or she will be working with.

Recruiters consider the Big Five Model as the most widely accepted personality theory. Unlike other theories, this model recognizes that personality traits are a spectrum.

Also known as the Five-Factor Model, the Big Five Model enumerates five core factors in a person’s personality. These include conscientiousness, openness to experience, extraversion, agreeableness, and emotional stability.

Read on to learn about each of the Big Five personality traits, and how these apply to job performance.

Reviewing resumes and conducting job interviews are essential to the recruitment and selection process. But if you want to measure culture fit, the Big Five Model is a great tool you can use.

On that note, make sure to use the Big Five Model only as an aid to testing candidates. A recent study reveals that personality tests may not always provide accurate predictions of job performance. As a hiring manager, try exploring as many performance measurement tools as possible.