Admissions processes have long relied on cognitive aptitude tests and prior academic achievement. These tools are well-validated and effective—but are they enough?
There’s growing evidence that personality traits such as conscientiousness, perseverance, and team orientation contribute significantly to student success, both academically and socially. As institutions seek to improve retention, student wellbeing, and diversity, personality assessments are entering the conversation.
Why consider personality traits in admissions?
- Better predictions: Traits like conscientiousness and openness are robust predictors of academic performance.
- Added value: When combined with cognitive tests, Big Five personality measures can boost predictive power significantly (from 18% to nearly 28% variance explained in GPA).
But what are the limitations?
- Faking: Applicants may tailor responses in high-stakes settings. Tools like forced-choice formats and situational judgment tests can help, but don’t eliminate the risk.
- Cultural fairness: Personality tests must be carefully validated to avoid cultural or language-based bias.
What this means for universities and other institutions
Personality measures aren’t a replacement for traditional admission tools—but they can be a valuable supplement. If used transparently and responsibly, they may help identify applicants with the non-cognitive strengths to thrive and persist—especially in programs with high attrition or collaborative learning environments.
Further reading
- Mammadov, S. (2022). Big Five personality traits and academic performance: A meta-analysis. Journal of Personality, 90(2), 222–255.
- McAbee, S.T., & Oswald, F.L. (2013). The criterion-related validity of personality measures for predicting GPA: A meta-analytic validity competition. Psychological Assessment, 25(2), 532–544.
- Poropat, A.E. (2009). A meta-analysis of the five-factor model of personality and academic performance. Psychological Bulletin, 135(2), 322–338.
