Openness is a personality trait that reflects the tendency to perceive things in an intellectual and cultural manner or in a simple and impressionistic way.
It assesses the degree of divergent thinking, such as curiosity, creativity, analytical nature, thoughtfulness, and refinement.
The appropriate range of Openness varies depending on the industry and business type. Industries such as finance, IT, marketing, or creative fields require a certain level of high Openness. On the other hand, in traditional real-business sectors like retail and service industries, there is a tendency for low Openness to be more prominent and suitable.
High Openness: Merit and risk
Individuals with high Openness possess strengths such as a strong intellectual curiosity, broad knowledge, and the ability to quickly grasp complex concepts and learn about business.
In industries where the work procedure is easily understandable to the general consumers, individuals with high Opennness tend to get bored. However, in professions that require mastery of technical skills or techniques, they tend to thrive.
Furthermore, they also possess qualities that align with the leadership skills of top-level management and executive positions, such as having a broad perspective and the ability to recognize patterns and generate innovative ideas for new business ventures.
Low Openness: Merit and risk
Individuals with low Openness prefer to perceive things in a simple manner. This characteristic is well-suited for job roles that involve repetitive tasks.
However, their motivation to adopt new methods or approaches are low, which can result in a lack of progress that aligns with the vision of business managers.
In cases where Openness is significantly low, Decider® indicates then with a red marker, there is a concern that individuals may lack flexibility and adaptability towards change or abstract concepts, becoming inflexible and resistant to new ideas.
Interview points to assess Openness
Appropriate Openness range varies across industries and business types, so it is important to first understand the suitable level for each company.
When considering candidates for executive positions, a higher Openness should be judged more strictly, while for staff-level positions, it is important to ensure that Openness is not too low.
