Category interpretation:
Very high

High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.

Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.

Category interpretation:
Low

High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.

Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.

Category interpretation:
Avarage

A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.

A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.

Category interpretation:
Very high

A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.

A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.

Category interpretation:
Low

A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.

A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.