Behavioral assessment is a pre-employment assessment test that helps gain insight into a candidate’s behavior. This assessment helps measure the traits and behaviors of the potential candidates and how well they fit in the job position. It is conducted to understand the candidate’s personality and behavior. A number of behavioral assessments are incorporated into the hiring process. These may include multiple-choice questions, short answers, situational questions, etc. These tests help in knowing an individual’s temperament, characteristics, and habits for a particular job role.
Benefits of Using Behavioral Assessment
There are several benefits of using behavioral assessment in the hiring process. Since hiring candidates requires a lot of time and dedication, a wrong candidate means a bad investment in the company. Behavioral assessment helps determine the state of mind of a candidate and eventually shapes their character with the company’s working environment. Some of the benefits of using behavioral assessments are:
- Evaluate a candidate’s suitability for a job role
- Hiring based on the merits and skills
- Make data-driven decisions
- Decrease the employee turnover rate
- Improving ROI
- Ensure company’s culture and vision
- Provide candidates with feedbacks
Assess a Candidate’s Suitability for the Position
Behavioral assessment helps assess various job performance factors like communication methods, productivity, and work style. It can also evaluate a candidate’s abilities and traits for a specific job role. For example, if there is a hiring for a manager, behavioral assessment can analyze a candidate’s team management skills, decision-making process, problem-solving abilities, etc.
Make data-driven decisions
Hiring decisions should be made based on the available data. The behavioral assessments are crafted by psychologists, data scientists, and other professionals. A large amount of psychological information is gathered and analyzed before designing the behavioral assessment. Choosing a reputable behavioral assessment ensures that the candidate’s assessment results are accurate.
Reduce Bias and Increase Objectivity
Behavioral assessments determine if a candidate is suitable for a job role or not. Since the assessment is online and test-based, it reduces any form of inclination of the hirers towards a particular candidate. This increases the objectivity and selection of the deserving candidate. This precise evaluation structure reduces the chance of making a wrong decision or choosing a wrong hire.
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Diversify Teams
Build a diverse team. Behavioral assessments help in discovering candidates that the hiring managers might overlook. For instance, some candidates may lack the desired experience for a particular role. Still, behavioral assessment may help analyze the behavior of those candidates and prove them to be worthy of the role. Hiring such candidates can help improve the diversity of the company’s employees, teams, and departments.
Ensure Business Culture and Vision are Aligned
It is essential to ensure that candidates align with the company’s mission, values, and culture. Behavioral assessment can evaluate a candidate’s suitability for a role and their values and habits about the company’s visions and goals. Incorporating behavioral assessments can help relate to a company’s values, such as analyzing a candidate’s understanding of the importance of teamwork and quality.
Different Kinds of Behavioral Assessments
To study and evaluate an individual’s behavior, various techniques such as observation, interviews, etc., are used as modes of behavioral assessments. Behavioral assessments have many objectives, including identifying target goals and target behavior. Companies can incorporate various types of behavioral assessments to assess an individual’s behavior. These include the five-factor test, culture add test, DISC personality test, etc.
The Five-Factor Test
The five factor test is a type of personality test that divides an individual’s personality into 5 traits. These traits are understood as patterns of thoughts, feelings, and behavior. These five aspects of the personality are openness to experience, conscientiousness, extraversion, agreeableness and neuroticism. Assertive and energetic behaviors indicate Extraversion. Openness meant to experience and thoughtfulness, and the courage to face a challenging task. Neuroticism is equivalent to instability and moody behaviors. Agreeableness exhibits sympathetic and kind behavior towards co-workers and other teammates. Finally, conscientiousness indicates an individual’s responsible behavior.
The Culture Add test
The cultural ad test assesses a candidate’s values and behavior and sees if it aligns with the company’s values, missions, and goals. It helps incorporate behavioral assessments that relate to the company’s values, such as analyzing a candidate’s understanding of quality and teamwork. By understanding how the company’s culture aligns with the values and needs of the organization, one can hire candidates who fit in the company’s culture and contribute to making it better. Developing and maintaining a company’s culture provides a greater advantage in the market.
The Enneagram test
Enneagram test helps in finding specific personality types. It is a personality typing that describes a pattern in the way people interpret the world and manage their emotions. There are nine types of personality traits that are interconnected with which individuals identify themselves. These are a reformer, helper, achiever, individualist, investigator, loyalist, enthusiast, challenger, peacemaker. Enneagram test helps determine the trait type, how an individual interacts with it, and how it adapts to its surroundings. It helps develop self-awareness, boost emotional intelligence, and navigate relationships at work and in personal life.
The DISC Personality Test
DISC stands for dominance, influence, steadiness, and compliance. The DISC assessment is designed to test personality by calculating DISC profile based on everyday typical behavior. It helps in improving teamwork, communication, and productivity in the workspace. The DISC test helps determine the personality type and profile quickly. It is one of the best-known personality types worldwide. It helps increase self-awareness, improve teamwork, make conflict more productive, develop stronger sales skills, and manage teams more effectively.
The PI Assessment
The PI assessment is a type of behavioral assessment that is a free-choice, stimulus-response tool beyond a personality test. It measures four significant factors: dominance, extraversion, patience, and formality. These factors help in understanding employees’ and candidates’ workplace behaviors. It is the degree to which an individual prefers objectivity rather than when information is being processed, or a decision is being made.
