Years ago, I stumbled upon an intriguing article in Entrepreneur titled The Personality Trait That Most Often Predicts Success. As someone who has used the Winslow assessment for years, I was eager to discover which trait emerged as the strongest predictor.
So, what trait was identified? The answer: conscientiousness. Who would have thought?
Conscientiousness is a trait we’re probably all familiar with, and it’s one of the Interpersonal traits measured by the Winslow Assessment. It can also be one of the toughest to pinpoint during an interview, where candidates are often putting their best foot forward, eager to appear as accommodating and polished as possible.
According to the Winslow Assessment, a conscientious individual is “dependable, loyal, ethical, honorable, trustworthy, dutiful, faithful, and moralistic.” And the definition goes even further, stating that such individuals are highly aware of those around them and prioritize the needs and well-being of others over their own preferences. They respect the rules, avoid bending them for personal gain, and refrain from exploiting others. In short, conscientiousness reflects someone who genuinely cares—someone who pays attention to and prioritizes the welfare of others above their own self-interest.
To add to this, psychologist Brent Roberts from the University of Illinois states that conscientious people are those who naturally follow rules and social norms. You can often recognize them early on. In the workplace, a telltale sign of conscientiousness is punctuality. Someone who consistently shows up on time demonstrates organization and, more importantly, the care and effort required to respect schedules. It’s a small but meaningful indicator of their conscientious nature.
That said, being low in conscientiousness isn’t synonymous with being mean (as one client once exclaimed, “These people are despicable!”). In fact, some of the kindest people I know score low on this trait. However, a lack of conscientiousness signals a tendency of a self-centered mindset—someone who frequently places their own interests above those of others, whether in personal relationships or the workplace. This self-absorption can lead to challenges on teams or in the workplace.
Spotting conscientiousness during the pre-hire takes more than just a résumé and gut instinct. Here are strategies to evaluate this trait in candidates effectively:
- Behavior Assessment – Psychometric tools like the Winslow offer a standardized way to evaluate traits linked to workplace performance and dependability.
- Behavioral Interview Questions – Ask open-ended questions to assess a candidate’s reliability, work ethic, and awareness of others. Follow up on their initial responses to gain deeper insights. For instance:
- Please give your best example of working cooperatively as a team member to accomplish an important goal. What was the goal or objective? To what extent did you interact with others on this project?
- What is the difficult part of being a member, not leader, of a team? How did you handle this?
I have a complete list of behavioral interview questions that correspond with Winslow traits. If you would like it, please contact me directly.
- Work Simulations and Role-Specific Tasks – Using the feedback you receive in the Winslow Manager’s Report, ask about scenarios where conscientiousness is tested. For example, a time-sensitive task requiring attention to detail or a problem-solving simulation can reveal a candidate’s ability to stay organized and thorough under pressure.
- Reference Checks – References from previous employers provide insights into a candidate’s reliability and work habits. Always make your inquiries positive and then ask specific questions related to their ability to meet deadlines, follow through on commitments, and handle responsibilities.
- Look for Patterns in Their Work History – Consistent promotions, a track record of meeting goals, or longstanding commitments in previous roles often indicate a conscientious professional.
Closing Thoughts
Conscientiousness is more than just a behavioral/personality trait; it’s a workplace superpower. From driving individual success to enabling stronger teams, employees with this quality are indispensable assets to your business. If you are looking to build a workforce filled with conscientious individuals, start by understanding this key trait, incorporating it into your hiring strategy, and nurturing it in your workplace culture.
Are you ready to refine your hiring process, reach out to us for expert advice today!
