Hacker News Board Hacker News, browsed like a classic message board
Live data from Hacker News

A review of correlations between big five personality types and life outcomes

dynomight.net

Post reply on HN
Print view View original

221–230 of 261 posts

Re: A review of correlations between big five personality types and life outcomes

#221

Post by bildung »

des1nderlase wrote: post #216
anbende wrote: post #52

Earlier quoted context omitted.

While this is true for a lot of common psychological constructs, the Big Five were not defined according to agreement or consensus. The definitions were driven by the lexical hypothesis whereby the wide variety of personality descriptive adjectives in human language were factor analyzed and found to cluster into 5 distinct factors. So this isn't tautological in the way that you've described, though it is certainly re…

So how do we objectively measure all 5 dimensions? I.e. would I roughly assess myself similar to how others (on average) would assess me?

There is a bunch of item pools that has been developed for this: https://en.wikipedia.org/wiki/Big_Five_personality_traits#Me...

Re: A review of correlations between big five personality types and life outcomes

#222

Post by arve0 »

roenxi wrote: post #213

The author is making a subtle mistake; evolution doesn't mean like-parent-like-child. Evolution is likely selecting for, eg, people who have children at a certain ratio of introverted-extroverted. Introverted, disagreeable, high-contentious types make, for example, great scientists. A population (call it A) that produces a reasonable number of such people is at a huge advantage compared to the alternative that only p…

Also, why would evolution select for an equilibrium? With so many parameters I would expect oscillation.

Re: A review of correlations between big five personality types and life outcomes

#223

Post by bryanrasmussen »

vkou wrote: post #138
bryanrasmussen wrote: post #81

Earlier quoted context omitted.

I would say yes, but do you want the job at the place that is giving you snake oil?

I want a job at a place where I can noodle around with all day, but I'll settle for one that asks me to actually ship stuff, and pays the bills. Whether or not their HR department is ran by a licensed phrenologist is a distant second concern.

maybe there's a Maslow's hierarchy of hiring needs to be defined somewhere, so after money, benefits comes work/life balance and then at the top of the pyramid comes working on things I like, and finally respecting the company I work for?

Re: A review of correlations between big five personality types and life outcomes

#224

Post by bloqs »

jl2718 wrote: post #203

Is there a way to ‘train’ for emotional stability?

Its very difficult to do, but possible. Requires outside help and a lot of dedication.

Factors that can help on a daily basis actually include routine sleep and diet as well. No carbohydrates in the morning, only fats and proteins.

Re: A review of correlations between big five personality types and life outcomes

#225

Post by bloqs »

doggodaddo78 wrote: post #40

I need more emotional stability (inverse of neuroticism) and less conscientiousness. Fine-tune your agreeableness to suit income or popularity, as needed. I wonder what a rich, intelligent artist's traits look like. :)

Concienciousness and Openness(creativity) can co exist, but they conflict with each other. Two classic historical examples are Picasso and I believe, Hitler.

Re: A review of correlations between big five personality types and life outcomes

#226

Post by oblio »

owlninja wrote: post #198
at_a_remove wrote: post #194

Earlier quoted context omitted.

First, just going out and doing things, namely concerts. Hundreds upon hundreds of concerts. I'm very good at going to concerts (obtaining tickets, optimal parking, getting everything ready) but I still do not enjoy myself. Various combinations of medications, prescribed and self-selected, have failed. It wasn't exhaustive exactly but I would say that it was a good survey of the field. Memorizing quite a lot of detai…

Regarding concerts, do you enjoy music?

I'm an extrovert, I enjoy music, I don't really enjoy concerts.

Re: A review of correlations between big five personality types and life outcomes

#228

Post by pmiller2 »

vmception wrote: post #150
ghaff wrote: post #51

Earlier quoted context omitted.

Or Myers–Briggs, which is a lot older. The main useful thing about this sort of thing, including the more modern Tilt 365 for example, is that it can be a useful exercise in helping people understand that the way they think about and approach the world differs from how others do. Years ago, I remember a book (Tog on Interface) that had a chapter which discussed how Apple engineers tested on MBTI versus the general po…

Myers Briggs is astrology for people that scoff at astrology I will code switch between star signs and personality acronyms to get in your pants and assign zero weight to either

Technical analysis of securities is for people who scoff at both. I've often referred to it as "numerology for smart people."

Re: A review of correlations between big five personality types and life outcomes

#229

Post by moksly »

feanaro wrote: post #169
moksly wrote: post #155

Earlier quoted context omitted.

Unless a HR department is doing something wrong, the test results aren’t the point of the tests. It’s the conversation following, where possible employees are confronted with their answers and results that’s the point. It’s just easier to get there when you use a disguised relationship tests from 1980ies magazines. Not only does it touch on relevant areas, most people that you’d use the HR resources on secretly love…

Why wouldn't HR be testing software engineering candidates?

Because you don’t really need the full personality profile show when you are interviewing people who aren’t going to be managers.

It’s not an insignificant amount of resources you put into the process. Not only do you take up HR resources, the team that is helping you recruit is also going to need to spend time going over the results with HR and the candidate.

In my optics that is an unnecessary waste of resources. Not only doesn’t the process really show you anything team-related, you should frankly be capable of judging people from the conversations you have with them just as well.

The in-depth personality stuff only gets relevant when the people you hire have to manage other people.

Re: A review of correlations between big five personality types and life outcomes

#230

Post by moksly »

xwolfi wrote: post #175
feanaro wrote: post #169

Earlier quoted context omitted.

Why wouldn't HR be testing software engineering candidates?

Well because it's hard for them to come up with question and judge responses. But I guess this means HR shouldnt skill-test anyone. We d all agree they shouldn't test a racecar driver, a CEO, a mathematician. But the guy saying that probably doesnt work: HR never test anyone. They handle the process. He may be confusing it with wrong job posting that people attribute to HR (like N years xp in N-5 years old tech) whic…

> HR never test anyone. They handle the proces.

Maybe we have different ways of defining things, or maybe my English isn’t good enough to convey the meaning.

But isn’t HR handling the process of personality testing, HR testing people? When we utilise personality testing, a HR consultant actually tests the candidates. It’s their test, they spend millions developing it and you have to be certified to perform it.

Post reply on HN