Désirabilité et utilité sociales des traits du Big Five
Social Desirability and Social Utility of the Big Five Traits

Summary/Abstract: The recruiting situations raise several questions regarding the value of the candidates for a specific job. If we start from the general assumption that value consists of two elements (social desirability and social utility), and then we analyze the value of the candidates in a recruiting situation, we end up with two other questions: Will that candidate be useful for the organization? Will the members of the organization want to work with him? Knowing that personality is one of the main aspects of any recruiting situation and knowing that this personality, as it is generally agreed upon, may be declined into five major factors (the Big Five model), then any recruiting activity would translate into evaluating the candidates according to each of these five factors. The present study aims to examine the value of the positioning on each of these five factors. It puts notably in evidence that practically all these factors transmit value, except (for desirability) the extraversion, and (for utility) the agreeability and the opening. One also notices that the hierarchy, so much in desirability that in utility, of the assessments of the traits between them, is somewhat modulated by the positive versus negative nature of the facets.

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