Send the Big Five (OCEAN) from Workable in 10 minutes
Inside Workable's OAuth 2.0 Assessment API, Big Five integrates as a first-class partner assessment — no webhooks, no polling, just JobCannon OAuth credentials provisioned per Workable tenant and a REST-native result envelope. SMB recruiting teams (50-200 hires/year) running Workable report that Big Five conscientiousness scoring accelerates manager feedback cycles: recruiter sees the dimension scores inline with the candidate stage, skipping the back-and-forth "does this person seem reliable?" conversations. JobCannon returns the same five normalised dimension scores regardless of which ATS triggered the assessment, so your Workable scorecard configuration stays consistent as you grow.
Validity
Across 117 studies and 85 years of validation literature, Big Five conscientiousness predicts job performance at corrected ρ ≈ .31 (Barrick & Mount 1991, Personnel Psychology) — making it the strongest single personality dimension for hiring decisions. JobCannon's 50-item adaptation is built on the NEO-PI-R taxonomy and returns five normalised dimension scores per candidate.
Send the Big Five (OCEAN) from Workable
From Workable admin to first scored candidate.
- 1
Add the JobCannon Workable integration
From Workable admin settings, add JobCannon as an Assessment Partner. Paste your Basic Auth credentials (sandbox first, production after the first test cycle). One-time setup, takes 3 minutes.
- 2
Create a Workable scorecard mapped to Big Five (OCEAN) dimensions
In your job template, create a scorecard section per Big Five (OCEAN) dimension. Each dimension maps 1:1 to a numeric attribute on the Workable scorecard — no provider-specific glue needed.
- 3
Trigger the Big Five (OCEAN) on the candidate's stage transition
Add "Send Big Five (OCEAN)" as an automatic action when candidates enter the assessment stage. The candidate receives a co-branded Workable email and completes the 10-minute form on mobile or desktop.
- 4
View the score envelope in the candidate profile
The full Big Five (OCEAN) score envelope (dimensions, bands, narrative summary) lands in the Workable candidate profile within 30 seconds of submission. Recruiters review without leaving Workable.
Sample score envelope
The exact JSON shape your Workable scorecard receives back. Every JobCannon assessment uses the same dimensions[].score envelope so ranking logic stays consistent across tests.
{
"test": "big-five",
"version": "v3.2",
"candidate_id": "workable_app_3456789",
"completed_at": "2026-05-16T10:34:21Z",
"duration_seconds": 612,
"dimensions": [
{
"code": "openness",
"label": "Openness to experience",
"score": 72,
"band": "high"
},
{
"code": "conscientiousness",
"label": "Conscientiousness",
"score": 81,
"band": "very-high"
},
{
"code": "extraversion",
"label": "Extraversion",
"score": 54,
"band": "mid"
},
{
"code": "agreeableness",
"label": "Agreeableness",
"score": 68,
"band": "high"
},
{
"code": "neuroticism",
"label": "Neuroticism (reversed)",
"score": 28,
"band": "low"
}
],
"narrative_summary": "High-conscientiousness profile with moderate extraversion. Profile fits independent execution roles with structured deliverables."
}Other assessments for Workable hiring
Run a different cut on the same candidate by sending one of these from the same Workable pipeline.
DISC
behavioural style assessment
DISC measures observable behaviour patterns (dominance, influence, steadiness, conscientiousness) rather than performance predictors. Its meta-analytic correlation with job performance is modest (.10-.15, lower than Big Five). Use it for team-fit and communication-style mapping inside Workable, not as a primary hiring filter.
Send from Workable →
EQ (Emotional Intelligence)
emotional intelligence assessment
Emotional intelligence shows modest incremental predictive validity over cognitive ability and Big Five for jobs with high emotional-labour demands — corrected ρ ≈ .24 for customer-facing and people-management roles (Joseph & Newman, 2010; Journal of Applied Psychology, k=88). Less informative for back-office, technical, or independent-contributor roles.
Send from Workable →
Cognitive Ability (IQ)
cognitive ability test
General cognitive ability (g) is the strongest single predictor of job performance across all roles — corrected ρ ≈ .51 in Schmidt & Hunter's 85-year meta-analysis (1998; Psychological Bulletin). Validity increases with job complexity. Cognitive tests also carry the highest EEOC adverse-impact risk; pair with a structured interview and document job-relatedness.
Send from Workable →
Frequently asked
When does the Workable integration go live?+
Target Q2 2026. The Workable Assessment API adapter is on Phase 1 (2026-05); OAuth implementation is in flight. Early-access customers can express interest at partners@jobcannon.io to receive sandbox credentials as soon as they're provisioned. Big Five and all 22 hire-eligible tests will be available day one.
How does Big Five integrate with Workable's assessment flow?+
JobCannon provisions OAuth credentials per Workable tenant (one set for sandbox, one for production). Recruiters assign Big Five to a job stage from Workable; when the stage is reached, Workable POSTs to JobCannon's Assessment API, JobCannon emails the candidate co-branded with your Workable account name, and on completion JobCannon returns the five dimension scores via webhook. Same result envelope across all 22 tests, so Workable's scorecard rules apply universally.
Is Big Five EEOC-defensible for Workable hiring?+
Yes — Big Five does not produce protected-class disparate impact in published norms (Hough et al. 2001) and has the strongest peer-reviewed predictive-validity track record of any personality framework. Defensibility is highest when Big Five sits as one input among several (resume + structured interview + assessment), which is Workable's default workflow.
How long does Big Five take inside Workable?+
Median candidate completion is 10 minutes on JobCannon's 50-item form. The candidate receives a co-branded Workable email, completes on mobile or desktop, and the score lands in the Workable candidate stage within 30 seconds of submission.
Where does my candidate data live?+
PII and assessment data stay on EU-resident Supabase regardless of where the Workable customer is based. Default retention is 90 days post-completion; Workable org admins can configure 30/60/90/365-day retention from the JobCannon dashboard. Data is never used for model training. GDPR DPA available on request.
How is Big Five priced for Workable customers?+
Free for sandbox + first 5 invitations per month. Business tier starts at $99/mo flat (unlimited assessments across the 22-test catalog) — same pricing whether you run 50 hires/year or 500. Partnership engagements scope white-label branding and higher rate limits.
Be first on the Workable integration with the Big Five (OCEAN)
Email partners@jobcannon.io with your Workable tenant ID. We'll notify you when the Workable adapter ships and beta credentials are available.
Prefer to try the Big Five (OCEAN) first? Take it on JobCannon to see exactly what your candidates will see — or read the assessment API docs for the full envelope spec (Big Five).