- Concentration and focus
- Attention to detail
- Time management
- Work ethic
highmatch talent insights
Conscientiousness is a personality trait that relates to how dutiful a person is — their desire to do a thorough job, whatever the task may be.
Conscientiousness tests helps employers identify candidates that exhibit the personality traits typically associated with conscientiousness – those who are more likely to be diligent and thorough.
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HighMatch creates custom job profiles which identify the personality traits, cognitive abilities and the skills required for success in the role and at your company, using straightforward language to ensure high adoption and usage by your teams.
Conscientiousness is a valuable personality trait in the workplace. People who are conscientious are more likely to be on time, to persevere in the face of obstacles, and to work efficiently. Candidates who are conscientious tend to be highly organized, productive workers with a good work ethic.
Assessing a candidate’s level of conscientiousness is key to finding the right person for roles, where being reliable, organized, and hardworking are essential.
While this is a desired trait in a number of roles, there are some positions that require a high level of conscientiousness.
HighMatch candidate reports make it crystal clear if candidates possess the innate talents, defined by you based on the needs of the role and the organization, to succeed in the job.
Employees whose talents fit the job are more productive, happier and stay longer.try a free personality test
Before the interview, the results of the conscientiousness test describe a candidate’s work style and level of conscientiousness. You can learn more about the candidate, and appraise risk factors through conversation, by asking questions related to conscientiousness during the interview.
Ask a candidate how they handled situations in which they encountered roadblocks and adversity. A conscientious candidate will describe alternate routes they tried. If they don’t illustrate grit and tenacity, that is a red flag.
Ask them how they feel following failures. If they don’t express disappointment, or if they don’t touch on what they learned from their failure, they may not be conscientious.
HighMatch provides interview guides tailored to each candidate. Each guide offers questions based on each person’s personality and skills, making it easy for you to ask thought-provoking questions to help you get to know the candidate beyond their resume and experience.
HighMatch measures two traits that relate to Conscientiousness, Assertiveness and Structure, and offers the ability to couple these assessments with skills assessments from our massive library of tests.
Assertiveness is the natural tendency to take action or control in most situations. Assertive people tend to be self-starting, ambitious and energetic.
HighMatch also measures a candidate’s Structure, the tendency to seek order, certainty and correctness. Structured people tend to be detail-oriented, safety-oriented and punctual.
Once a candidate takes the assessment, their results are compared to the hiring profile to produce a job fit score. Job fit scores make it clear if a person is a high, medium or low fit for the job based on the predefined profile.
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The need for consistency in the hiring process is paramount to avoid the dual risks of unconscious bias creeping into the interview process and inability for multiple interviewers to evaluate candidates across a common set of criteria.
Download our Diversity and Inclusion Fact Sheet for additional facts around the cost of unconscious bias, and learn how the right pre-employment assessment can help remove bias from your hiring process.download
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