created with Envato Most organisations assess the Big Five personality dimensions. But the Big Five is a 30,000-foot view. Facets are where prediction happens. Example: "Conscientiousness" is too broad for precise prediction. But its facets tell a different story: → Achievement-striving predicts sales performance → Deliberation predicts quality control roles → Order predicts administrative success → Self-discipline predicts project management Same trait, completely different

"Personality tests don't predict job performance." I hear this dismissal frequently. And it's wrong. Meta-analyses consistently show conscientiousness predicts performance across virtually all jobs (ρ = .22-.27). Emotional stability follows close behind. That might seem modest until you realise: → It holds across industries, roles, and cultures → It's incremental validity beyond cognitive ability → Combined with ability tests, prediction jumps to .50+ The issue isn't whether