highmatch talent insights

Conscientiousness Test

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.

What a Conscientiousness Test Measures

Assessing a candidate’s level of conscientiousness is key to finding the right person for roles, where being reliable, organized, and hardworking are essential.

A Conscientiousness test helps employers identify candidates who are more likely to be diligent and thorough.

Interested in testing for conscientiousness? You can test for this trait using our Create solution, or if you are looking for a mix of traits and abilities, our Assess solution is a great fit.

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Candidates who Are conscientious are Typically:

  • Hard working
  • Goal-oriented
  • Organized
  • Deliberate
  • Disciplined
  • Careful
  • Reliable

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.

Conscientiousness in the Workplace

Conscientiousness is a valuable 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.

While this is a desired trait in a number of roles, there are some positions that require a high level of conscientiousness.

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Some examples:

  • Lawyers
  • Fundraisers
  • Sales Managers
  • Project Managers
  • Community Service Managers

HighMatch candidate reports make it crystal clear if candidates possess the innate talents needed to succeed in the job defined by your organization.

Employees whose talents fit the job are more productive, happier and stay longer.

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They Trust HighMatch:

Related Skills

  • Concentration and focus
  • Attention to detail
  • Time management
  • Work ethic

How to Assess Conscientiousness

in an Interview

Before the interview, the results of this 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 questions 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.

Having trouble diving deeper into your candidates’ potential? Our Interview solution offers a playbook for consistent, objective questions leading to more informed interviews.

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The HighMatch Conscientiousness Test

HighMatch measures two traits that relate to Conscientiousness, Assertiveness and Structure, as part of our Assess solution.

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.

Our workplace psychologists conduct a benchmark study to understand what qualities are most critical for the role, analyze the qualities that top performers share, and then develop a customized Job Profile that includes personality traits, abilities, and skills.

That Job Profile is used to develop the scoring and weighting mechanism for the assessment, helping to identify whether the person is a high, medium, or low fit for the job.

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Download our
‘Improving Diversity & Inclusion in the Workplace’ Fact Sheet

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.


Need a different guide to improve your hiring process?
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Whether you are new to recruiting or an experienced hiring manager, our guides have something for you.

Looking to test for conscientiousness? Connect with a Product Specialist.

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