What's the Difference Between the Big 5, the Enneagram, and MBTI?
People often ask us why we based our AI-powered personality and communication analysis on the Big 5 Model instead of other methods, such as Enneagram, and MBTI. Accordingly, we will give you a summary of these common assessment methods and talk about their differences and connections.
In the field of psychology, the five dimensions (the âBig Fiveâ) are commonly used in the research and study of personality. Since the late 20th Century, these factors have been used to measure, and develop a better understanding of individual differences in personality. It's commonly used as a pre-employment assessment---and as a basis for other personality systems. The Enneagram and the Myers-Briggs pull from the science-based Big Five.
What Is the Enneagram?
The Enneagram consists of nine main, overarching types that interact with each other in unique ways. Another feature of the Enneagram is that it has âwings,â which highlights a few other dimensions of personality. A personâs wing illustrates their secondary Enneagram type. Itâs common for a person to exhibit traits of another Enneagram type.
What is MBTI?
The Myers-Briggs Type Indicator (MBTI) has 4 dimensions that reveals how an individual gathers information and makes decisions. The 4 dimensions can come in 16 different combinations, ultimately creating 16 different types of personalities.
The Big Five Personality Traits (or OCEAN) is a result of researched trait theory. Personality is one of the most complex areas to understand. After decades, researches narrowed down personality into 5 main characteristics.Â
How Does the Big 5 Differ from MBTI and Enneagram?
Most significantly, the MBTI and Enneagram give a personality typeârather than a personality trait. The Big Five are individual characteristics that can be placed high or low. Given the Big 5 is a science-wide consensus, psychologists use traits versus types to talk about personality. Because personality is characterized as a collection of traits, itâs especially valuable to workplace items like pre-employment assessments.
Type descriptions, used in MBTI and Enneagram, do have some correlations with the Big 5. How scientific these correlations may be up for debate, but MBTI and Enneagram do pull from the Big 5. These systems share similarities.Â
Big 5 Model
1. Openness to experience
2. Conscientiousness
3. Extraversion
4. Agreeableness
5. Neuroticism
The Big 5 theory stems from the lexicon of adjectives used to describe a person. They assumed traits are basically adjectives or short, descriptive phrases. Therefore the early practice of what would be personality research involved thumbing through the dictionary. Yes, really. The whole theory is rooted in the idea that individual differences that are socially relevant would naturally arise in their language. The more common the word becomes, the greater the likelihood that a significant difference is summarized in a single world.
The scientific community regards the Big Five as the only scientific consensus in personality psychology.
 Defining the Big 5
Openness to experience
Think of those people who have a willingness to try new activities or who are open to unconventional, new ideas. This dimension expressed in the willingness to try out the unknown.Traveling to new places and visiting new cultures are a few indicators of a person more âopenâ. Those who have low levels are generally skeptical about the unknown and questioning the status quo.
Conscientiousness
This personality trait found in the Five Factor Personality Model examines impulse control. Individuals who are more conscientious on this particular facet of the personality scale are able to control impulse. Theyâre the classmates who tend to organize their class assignments by color; the co-workers who use a desk calendar in addition to their online calendar and journal calendar.
Extraversion-Introversion
This dimension refers to how people gain their energy. Extroverts to gain energy from activities and people. Introverts prefer the world of ideas and internal thoughts. Extroverts possess the special ability to advance projects quickly. Introvertâs special skills include picking up the moving dynamics of a particular situation.
Agreeableness
Agreeable individuals take a rather maternal and a more cooperative approach to situations. They care deeply about people, more so than themselves. They are far more likely to consider and incorporate the feelings of others in decisions. Those who score low in agreeableness are viewed as âcompetitiveâ.
Neuroticism
Neuroticism refers to the emotional stability a person has. If they tend to be emotionally stable ---meaning their moods tend to stay pretty constant--- they would be termed as âlow neuroticismâ. If their moods and feelings fluctuate over a period of time, they are labeled with âhigh neuroticismâ.
The Big 5, the Enneagram, and the MBTI share similarities. The biggest distinction is that the personality type tests pull from the research-based Big 5 model. Here you find out more about the foundations of the Big 5 model and how it is used by professionals around the globe.
 What Really Counts: Self-Assessment vs. Observer-Ratings
More important than the differentiating between Big 5, Enneagram, and MBTI is the way in which they are measured. Personality tests can be based on self-assessments and on observer ratings. Self-reporting concentrates on how an individual measures their own internal dynamics. Observer ratings focus on how a peer or a neutral observer perceives the personality of an individual.
Self-reporting and observer ratings do not provide redundant information, but actually capture complementary aspects of an individualâs personality. One explanation of the self-and-observer difference in personality evaluation is that observer evaluation is more shaped social behaviour and thus formed by how others perceive an individual. Conversely,personality self-ratings are comparatively more shaped by own feelings and motives.
If self-reporting and observer ratings are not necessarily measuring the same aspects of personality, which measurement method is more relevantin the workplace? In short, it depends on the question. In a workplace context, such as hiring and recruitment, it turns out observer ratings have an incremental predictive validity over self-reporting. For example, Mount et al. (1994) examined whether observer ratings from supervisors, co-workers, or customers could predict performance; they found that Conscientiousness and Extraversion assessed externally (e.g., supervisor) were valid predictors for job performance. Self-assessments usually do not offer the same predictive accuracy.
 AI-based Observer Ratings - Faster and Less Biased
In the past, observer-based personality tests required human observers. Accordingly they occured high costs and were prone to biases. Nowadays, more and more organizations rely on AI-based observer ratings to solve these issues. Retorio has developed neuronal networks that analyze human behavior in short video interviews or digital training simulations within seconds, free of bias.
Companies like BMW (Case Study), Happycar (Case Study), or Lufthansa use Retorio to gain faster and deeper insights into their talent pool. Retorio's machine learning algorithms support HR departments and executives around the world.
LEARN WHAT MAKES ELON MUSK, ELON MUSK?
Retorio is a video-based behavioral assessment powered by AI. It uses facial expression, language, gesture, and voice to create a Big 5 Personality profile.
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Taylor Swift is Leading the Candidate Experience Revolution (Really)
An applicant may not be a pop star, but word travels quickly in this digital age. Twitter. Glassdoor. Reddit. LinkedIn. Word on the street about a poor interview experience and a company could be trending hashtag.
Taylor Swift at the American Music Awards (AMA) may be now the new record holder for most wins (29) at the awards ceremony (surpassing Michael Jacksonâs 24), but sheâs become a defacto candidate experience coordinator of sorts.Â
Swiftâs kerfuffle with music mogul Scooter Braun backlights her current war with her former music label, Big Machine: sheâs not legally allowed to redo her old songs. In an unprecedented move, Swift took to social media, notifying her fans of the legal stand-still and its effect on upcoming projects. Her experience in the music industry showcases how serious an issue it is that big industries continue to fail to prioritize candidates and their overall interaction with a company.
Swiftâs publicized legal battle drew the attention from all different areas, including politicians, like Senator Elizabeth Warren. The saying, âany publicity is good publicityâ may be popular, but also certain publicity could be the death knell of companies. Remember viewing the flight passenger that got dragged off a United Airlines flight? The airline's stock price fell after the and CEO Oscar Munoz was forced to issue two public apologies.
Companies must fundamentally understand this modern phenomena: the customer is the candidate.
As much as companies believe they prioritize customer service, they are failing to miss the biggest blindside: the people they hire. Ask Richard Bransonâs Virgin Media. They calculated they lost more than $5 million in revenue due to poor candidate experience. Individuals coming in for an interview were met with inconsiderate interviewers, unclear interview procedures, and more. In turn, a considerable amount of applicants, 6%, canceled their Virgin Media subscriptions. Disgruntled applicants and former employees (like Swift) are looking for a candidate experience coordinator---a person or a system that respects the time and work it takes to apply to a position, work at record label, or wait years to re-record some tunes.
What can companies do now?
Create a transparent interview process
We understand what abuse of power is. Itâs when a person of authority uses their position to prey on or demean those in less-powerful positions. Could it also not be termed to be an âabuseâ when applicants are kept in the dark about the whole recruiting and hiring process? In each stage of the pipeline, individuals should be told in advance what the hiring manager is looking, what the roleâs expectations are, and how the entire interview process shall proceed. Some HR departments fail to meet this standard, withholding valuable information from an applicant. Candidates may prepare for an interview by focusing on the wrong area; or they may be unaware of the person or department theyâll be working for.
Companies need to create a consistently transparent and easy recruiting process. Enhance and streamline HR functions like pre-screening assessment, mobile-friendly application process, and a âroadmapâ of action items and hiring decision timelines. Edelman found that 1 in 3 employees donât actually trust their employer. If a first interaction with an employer is confusing or humiliating, the relationship suffers, even if the employee signs on the bottom line. Hiring managers must build transparency into their employee experiences, which is the gateway to a trusting relationship.
Invite the digital experience
Taylor Swift swung a mean punch by taking her Scooter Braun feud to Instagram. Not only did that provide a rare insider peek into the world of music celebrity, it highlighted how fundamental that an easy, digital experience is for applicants. Candidates want convenience, ease, and piece of mind. Think of LinkedInâs Easy Apply feature. Thousands of job postings are listed daily on the global networking site. Companies, from big corporations to one-person agencies, are hunting for the most qualified talent. With LinkedIn, applicants can upload their resume (CV), save it, and then hit âEasy Applyâ to certain job listings. With only a few clicks, a company tore down a huge barrier in creating a broad talent funnel. Technology could be considered the back office candidate experience coordinator: it could exponentially improve the lives of both hiring managers and candidates.
Integrate AI-powered chatbots to quickly answer candidate's common questions, like IBM does. Or make sure that interviews can be held via a video phone call. Or better, use a convenient tool like Retorio to have candidates record short video clips of their responses to interview questions, anywhere and at anytime. Pre-employment assessment does not have to be dull or reminiscent of a 1970s office tool. It can be convenient, intuitive, and streamline the entire interaction.
Keep it human
Most people just want to speak to a human. The ease of smart phones, the beauty of near-instant delivery services (hey Instacart!), and how we can sit in our pajamas to watch the latest blockbuster is all pretty useful. However when weâre making a life change or a key career move, like deciding whether to work at a company, we crave human interaction. We need the assurance that someone is invested in their work to find the best fit and because of that, weâll receive humane and thoughtful treatment.
Taylor Swift at the AMAs revealed her need for fan support and how she wants to be treated fairly. Companies should take note of building trust with personable interaction. It could be training the assistant to greet applicants with warmth when they arrive for their in-person interviews. At Boston Consulting Group, candidates receive a little note telling them a bit about the person sitting across the table from them. All these little steps to add in the âhuman touchâ means plenty to a candidate.
Companies are awaking how key a positive full-cycle is for their bottom-line. Many are creating a new position, that of a candidate experience coordinator. This person is in charge of creating and managing the entire interaction and operations in the candidate search funnel. They strategize with marketing to figure out how to reach candidates via social media, email, or other venues. They look to emanate personalization and authenticity to candidates with each and every touchpoint, even the undesired rejection email. A candidate experience coordinator can be a linchpin in securing the âgood feelingâ a candidate has about a company. Even if candidates are not offered a job, theyâll be able to walk away feeling valued and respected. This kind of trust can pay dividends in the future.
If trust is not delivered...well, ask Taylor Swift.
Retorio is a video-based behavioral assessment powered by AI. It uses facial expression, language, gesture, and voice to create a Big 5 Personality profile. Companies like BMW and Lufthansa use Retorio.
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The One-Stop, Interview Prep-Shop for Video Interview
If youâve ever wanted a one-stop, interview prep-shop, this is IT.Â
From an in-person meeting or a video interview, we're here to help.Interviews can be the most intimidating thing in the entire world. A close second could be asking someone on a dateâin real life. You know, not through an app. Swipes aside, weâre aiming to lay out the prep work for a fantastic interview.
 The kind that feels like youâre floating on air afterwards or the kind where you hear the cash registerâs KA-CHING after an eloquent and to-the-point response.
Weâve outlined:
Interview homework: what to do to prepare for the (video) interview
During the interview: what to expect, what to avoid, and what to deliver
The interviewer's 3 essential questionsÂ
Interview Homework
Like a quote on Pinterest once said, âProper preparation prevents poor performanceâ. Abraham Lincoln may not have said it, but if he had a fondness for alliteration, he probably would have. After all, he is the figure that said, âGive me six hours to chop down a tree and I will spend the first four sharpening the axeâ. Preparation is where you win the interview. The interview is where you show the interviewer you won.
Research the Company
The first line of defense is a good offense, a well-known military strategy. The same goes with an interview. Researching the company is essential to create a positive impression. It shows youâve prepared well, take the opportunity seriously, and may possess a few ideas on how to contribute. Not all research is created equal. Itâs important to land on a few key areas. These areas will prepare you to freestyle if any unexpected questions arise; they also showcase how thoughtfully youâve considered the company, its industry, and its potential roadmap.
When researching, find the answer to these questions:
How do they view themselves?
What sets them apart in their particular niche or field?
What are keywords that showcase their uniqueness?
What are some ways that their intention may fall short of the reality?
If possible, learn about these areas:
Recent news and/or highlights.
You can find this out in the PR/News section of their websiteâcompanies love to brag about themselves understandably. Check out their social media channels, including their Twitter, LinkedIn, and Facebook for news. For negative things (or less-glamorous news), ask ye olde search engine, Google. Type in the companyâs name and hit âNewsâ and a slew of information will be listed.
Most famous client and/or project.
Check out who their customers are and check out whether these organisations are small, mid-sized, or giant corporations. Youâll be able to get a grasp onto who their audience is, giving you information on what their potential business goals may be. Additionally, it sheds light on a specific companyâs niche: they may be selling accounting software to airlines or FitBits to dog food companies. If theyâve historically been selling FitBits to dog food manufacturers but also landed a big project with an agricultural firm, this could give you ideas about youâre a great fit as they expand.
Know the Job Position
This may be the most âDad-likeâ adviceâahem, obviousâbut itâs an important point to thoroughly investigate. Look over the job description, and take some notes. A little exercise might be helpful:
Print out the job description
Pick a colored marker or pen and circle skills or areas you have direct experience in, that was your main âjobâ.
Pick another colored marker and circle skills or areas you do not have direct experience in, but have been related. ie. you ran a companyâs social media, but learned to create infographics.
Write down how youâve developed and/or learned these skills, like attending a webinar or an online course.
Your âdirect skillsâ education
Your ârelated skillsâ education
Write down why this job position stood out to you personallyâdo you have a particular passion about the product, the industry, etc? Why are YOU drawn to it?
Know Why Youâre a Fit
Use the earlier job description analysis to help you build a story in your mind about why youâre a fit. This is the time to reflect on possible questions or concerns the interviewer might have, âYou worked as cosmetics store manager and now you want to work as a Data Scientist at our company?â Highlight how you taught yourself, took online courses, and always had interest in computers (your thesis was on how cybersecurity after multi-stakeholder organizations). Donât be ashamed of your past; this is your story: own it and then construct the narrative.
Practice Talking About Yourself
Now that you know youâre a fit and youâre taking control of your narrative, itâs practice time. Another quote coming your way: âPractice makes perfectâ. Interviews are often a nerve-racking affair. However practice is the proverbial shot of Vodka to interview anxiety. It makes things a bit better. Youâll know what to expect and how to answer. Use the list of common interview questions below to make flashcards or have a friend interview you. Research by Rice University and Michigan State University shows that "deliberate practiceâ or âengagement in structured activities created specifically to improve performanceâ as the biggest predictor for success and performance improvement.
What is deliberate practice?
Deliberate practice is purposeful and systematic; it requires focused attention over a period of time. A famed golfer, Ben Hogan, broke down each section of the golf game and studied how to master each section.
Similarly, deliberately break down each step of the interview process:
the introduction/overview,
insight into skills and experiences
the âchallengesâ faced
odd-ball questions (questions about industry, position, random trivia)
availability
closing questions.
DURING THE INTERVIEW
Show up on time.
If youâre a person that has a habit of arriving late. Make it your goal to get there 30 minutes beforehand. Being late to an interview puts you on the weaker foot; remember YOUâRE the prizeâfinding dedicated and skilled talent these days is getting tough. When youâre running behind schedule, you forfeit that hand. Now you just look like the genius who is a jerk. Avoid being late at all costs. If you're lucky enough to be having a video interview (video interviews means worrying less about road traffic), still make eye contact and be on time.
Always Call Casual Cannibals Into Pink Washpots
Donât worry, you wonât have to call a cannibal anywhereâitâs a pneumonic device to help you remember 8 essential characteristics to exude in an interview: be authentic, concise, confident, interested, passionate, and warm. The (video) interview should be a pleasure to hold, both for you and your interviewer(s). These traits are guideposts in what important feelings to project, from the moment you shake their hand till you send a follow-up email. With a video job interview, you may want to emphasize body language, eye contact, or vocal pauses or a bit more. In video interviews, sometimes the camera may disengage, so be sure to make the potential employer can see you emotionally connect with questions.
Authentic
No need to be anyone else but you, boo. Really. You got this interview, so be the best version of yourself. The real âyouâ may be a person who prefers to observe and stay silent or be a slob at home. At an interview, youâre showcasing how youâll be at the workplace, what kind of colleague youâll be. Remember, job interviews are meant to assess fit between the organization and employee. This experience, an in-person interview or video, should be unique and mutually beneficial. Being authentic is one way to assure a match.
Concise
Youâve practiced your responses. Great. Be sure to keep responses under 90 seconds. That doesnât necessarily mean taking the whole 90 seconds, but in general keep your answers to the point. Add emotion to them, if appropriate. In video interviews, be sure the camera is capturing your expressions.
Confidence
Keep things upbeat and positive. Remain confident in outlining how your skills align perfectly with the job requirements. Donât feel ashamed or anxious about gaps in your resume; be confident in how you present them and how hard you worked to make up for any deficiencies. Employers want to see people who know their skillset is solid, but also confident to highlight their weak points and how theyâre addressing them. In interview videos, be sure to come across sincere with marked pauses, emphatic head nods, and at least one ear-to-ear smile.
Passionate
Employers receive several applications for a position. If youâre interviewing for big corporations like Google, they receive thousands of applications. Share what excites you. Tell why this job aligns with your personal values and goals. Passion is one of those traits thatâs difficult to hide or fake..
Warmth
Your hands may be a little clammy from nerves, but keep the conversation warm and easy-going. How to show warmth? When youâre doing prep work, jot down some potential warmth-inducing stories. Even if it's not in-person interview, a candidate story creates a special memory for the interviewer.
âTell Me About Yourselfâ
This may be the most dreaded question in an interview. âUmâŚI studied Chemistry and like bread?â Itâs a tough one as its encompassing and open-ended. This is simply an introductory question; as the interview progresses, theyâll be able to learn more about you from your later responses. To assist you in answering this, examine yourself:
What am I good at?
What do I enjoy?
What is the unique way I approach a problem?
Give an example of how that happened in the workplace
 The Interviewerâs Secret 3 Questions
At the core, a potential employer has 3 essential questions. The questions that interviewers wish they could ask, but try to answer for themselves:
âWhatâs it like working with you?â
Theyâre trying to answer whether youâll be a cool person to work with. Again they know theyâll be spending considerable time alongside you; they donât want to hire a jerk or someone that doesnât contribute to a team project. The more you share, the better picture theyâll gain about working with you.
âAre you a willing learner?â
Are you a person that is teachable? Do you have a good attitude about trying to learn new things? Or are you a person that doesnât really value trying to learn new skills as needed? Most employers understand if you donât have the tools necessary for the job; theyâre looking for someone who is an eager student.
âDo you take the initiative?â
No one wants a team member that waits for instruction. Are you an individual that has taken on new challenges and projects because thatâs what your past employer neededâeven before the employer realized it? Highlight your initiate with an example or two. Show the interviewer you can âpull your weightâ, while still always trying to contribute to the larger teamâs success. Self-starters are a great addition to any team.
Any other special tips if it's a video interview?
Interviewing videos and in-person interviews differ by only one variable: creating the best setting for a video interview. Luckily that's one variable within your control. Video interviewing is very much a candidate-centric approach to interviews. It gives a candidate and those scheduling job interviews a range of conveniences. For a video interview, you may want to keep these key choices in mind:
Use a well-lit space
Interviewers want to see your face; video interviews with good lighting goes a long way. Itâs a little odd when peopleâs faces are in the dark. That may be the primates in us speaking, but we donât really tend to trust those in dark lighting. Find a room or corner that has natural light that hits your face. Be sure that the light is not behind you, otherwise your face will be in a shadow.
Eliminate a distracting background
A video interview may be an excuse to clean up your living space. Clear out any distracting pieces of artwork, clothes, or anything else that may make an interviewer go, âWow, thatâs a little messyâ or âThatâs a bit inappropriateâ. If you have any questions, stray on the more conservative side. If your prize, mounted stuffed pig head seems a bit too much, just take down for the video interview.
Check your tools (camera, phone, connection, etc.)
Double check that your Internet connection is fast and reliable. You may want to check out Speedtest.net the day before an interview. As a broadband speed testing tool, it assists in measuring how quickly your connection is. If you do it the day before, chances that connection will crash minimizes. Be sure your camera is up and running. You may want to do a test call with a sibling or friend. If your video interview is on-the-go, make sure your phone is charged, or have a charging cord nearby.
Dress simply
In a video interview, an employer typically sees only above your shoulders via the camera. Which is great if you're just wearing pajama pants. Focus on wearing non-distracting clothing. Sometimes even the most fabulous outfits don't translate that well on video. Wear a simple blouse or collared shirt for video interviews that will allow them to concentrate on you.
Interviews, video or not, donât have to be intimidating. Itâs a conversation where you get to showcase your professional narrative and interject what makes you so special.
Retorio is a video-based behavioral assessment powered by AI. It uses facial expression, language, gesture, and voice to create a Big 5 Personality profile. Companies like BMW and Lufthansa, leverage Retorio's AI to support their own talent management teams.Â
LEARNÂ WHAT MAKES ELON MUSK, ELON MUSK?
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