Conscientiousness testing

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

Candidates who’re conscientious are:

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

Why is conscientiousness important 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.

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

Some positions that require a high level of conscientiousness include:

  • Business Executives
  • Fundraisers
  • Sales Managers
  • Project Managers
  • Event Planners
  • Lawyers
  • Community Service Managers

Every role requires a different degree of conscientiousness to succeed. Berke creates hiring profiles to help organizations define what is needed for each open job. Candidates assessment results are compared to the hiring profiles, and job fit ratings are returned.

Related skills.

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

How to assess conscientiousness in an interview.

Before the interview, the assessment results describe a candidate’s work style and level of conscientiousness. During the interview, you can learn more about the candidate, and appraise risk factors through conversation.

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. In general, a conscientious person will sit up straight and take time to formulate a thoughtful response.

Berke’s interview guide offers personalized questions based on the candidate’s assessment results so you can ask behavioral based questions to improve the quality of the interview.

Berke personality test.

Berke measures seven different personality traits that describe the way people interact with others and the world around them. Assertiveness and Structure correlate most closely to conscientiousness. Berke reports describe how candidate traits impact job performance and make it crystal clear whether candidates are a high, medium, or low fit for the job, and why. With Berke, there is no more guessing if the candidate is a right fit. Hire confidently, with Berke.

Looking for a conscientiousness test?

Schedule a meeting with a product specialist to see the Berke Assessment.

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