It is used to determine how dependable a candidate is, as well as how organized that individual is. A sample interview question that would competently assess the one's conscientiousness and emotional stability is: can you provide an outline a five-year plan for your professional and financial goals, which would include your acceptance to this position? The way that people choose to organize what it is that they are trying to achieve, and how they would go about doing so, would indicate their conscientiousness. A good question to gauge a candidate's agreeableness is: how do you perceive the values of autonomy compare to those of teamwork? This is a trick question, because trust and collaboration is essential to both of these concepts, which candidates should reveal with their answers.

A good question to assess a candidate's level...

of neuroticism, which can encompass self-conscious, anxious behavior at one end and a sophisticated sense of emotional stability at the other end of the spectrum is: if you were given this position, what do you believe would be the most embarrassing, egregious mistake you would make, and how would you rectify it?
To evaluate candidates' openness to experience and level of creativity, one could ask him or her: can you list five ways of conducting research for this position in which you utilize different sources? When candidates get to the third of fourth source, they will reveal their creativity.

One could query a candidate's degree of extroversion by asking him or her: what is your least favorite activity, and why? Most people will not want to talk much about something they do not like, which is why those that do are voluble.