High Agreeableness is a personality trait that indicates a person’s close interpersonal distance with others.
It can be expressed with keywords such as “warm-hearted”, “trustful”, and “easy-going”.
BigFive is a personality model that most people perceive relatively easily.
To measure Agreeableness, it is essential to focus on the attachment to groups and social connections.
Not only through the content of conversations but also through the choice of words and actions, you can observe and interpret the impression of a person’s agreeableness.
Therefore, it is crucial to make comprehensive observations to assess their level of Agreeableness.
Conversation Setting
Agreeableness is directly linked to relationships with groups and individuals. Therefore, when seeking hints from interview conversations, discussing group activities and interpersonal relationships can provide additional insights.
- For mid-career hiring, it is appropriate to ask for specific explanations about teamwork in work-related situations, such as “Do you have many opportunities to work in teams?”
- Some positions may not require teamwork, but asking about their fit for working independently can still provide valuable information. But, avoid asking questions like “Are you bad at teamwork?”
- For new graduate hiring, friendship relationships can be considered. By asking about their communication style and the atmosphere they create, you can gain a clear understanding.
However, please be careful not to be overly focused on the quality of interpersonal relationships.
Agreeableness is primarily about the distance they maintain with people they encounter in their daily lives.
Points of Assessment
The key point in assessing agreeableness is to differentiate it from the other 4 axes of BigFive.
The desirable level of Agreeableness varies depending on the job position, so evaluate it according to each hiring position.
In many organizations, there is a bias that “agreeableness must be high”, but when viewed across job types, it becomes evident that Agreeableness is unrelated to job performance.
Job positions where Agreeableness can be directly utilized include store staff and service industries that involve customer service.
In sales positions, Agreeableness is not a major factor for success, and other BigFive traits are more important.
Additionally, in recent years, there are many jobs where low Agreeableness could be required, and it is essential to consider this when clarifying job requirements.
If Agreeableness is too high, there is a tendency to immerse oneself in the group and become overly accommodating to others’ ideas.
While this may lead to smooth group interactions, keep in mind that it may contradict taking proactive initiatives.
