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Currently, employers can use a broad spectrum of techniques to improve work productivity. One includes using behavioral science assessments to find the right hires and create a better working environment. Behavioral science assessments help in evaluating candidate skills, abilities, and personality traits.

Why do recruitment managers use behavioral science assessments?

Fosters creativity and innovation:

Using behavioral science assessments in the workplace helps to improve innovation in the workplace. Through behavioral science assessments, managers can better understand different employee personalities. This way, they’ll be able to choose the best people to place in different departments. Additionally, employees will feel free to express their ideas in the workplace. In turn, this encourages innovation in the workplace.

Boosts productivity in the workplace:

One of the main benefits of behavioral science assessments is that they lead to increased productivity in the workplace. When company leaders take the time to understand why each staff member behaves the way they do, it will be much easier to create a conducive working environment. Moreover, behavioral science helps you find the right hires during the recruitment process. Subsequently, this is likely to lead to increased organizational productivity in the long run.

Fairness during the hiring process:

Using behavioral science assessments in the hiring process enables you to find the best fit for the role based on fairness. These assessment tests do not judge someone’s capability based on appearance, age, ethnicity, gender, or age. Instead, they help you find the best candidates with the most attractive skills and capabilities for the role. As a result, candidates are more likely to give positive feedback when using behavioral science assessments.

What does the behavioral assessment measure?

The behavioral assessment measures five attributes of an individual. More often than not, these five primary characteristics help you determine whether the candidate is fit for the role. They include:

Dominance:

Behavioral science assessments measure the level of dominance of an individual. Dominance simply refers to the extent to which a candidate has an influence on other people and events. Every job position requires you to have a certain level of dominance. For example, if you are applying for a sales job, you have to be able to influence people to buy your products or services. On the flip side, leadership positions require you to influence your subordinates positively. Dominance is therefore important in the workplace.

Extraversion:

Every individual should relate well with other people in the workplace. Therefore, most behavioral science assessments measure a person’s extraversion levels. Every job position requires you to have a certain drive when interacting with other people. You need to be open to meeting new clients and training new employees. Your interactions should also contribute to a good company reputation. Keep in mind that everyone has different levels of extraversion. However, make certain that the candidate you hire is able to interact well with others.

Patience:

Patience is important in every job role. People who exercise patience are often consistent in their actions and are not looking for instant results/promotion. These people are more likely to survive during hard times in an organization. Most roles require individuals to be patient with clients and colleagues. For instance, when working in a customer service role, you need to be patient with clients. Some clients may be rude and even shout at you for no reason. In such instances, you need to be polite and maintain your cool. Additionally, you’ll have to be patient with inquisitive customers.

Formality:

Behavioral science assessments will also test for formality. These tests help recruitment managers know whether they are willing to abide by rules and regulations within the work environment. Hiring managers will determine whether you can adapt to new systems and structures. Remember, every organization has different policies and procedures. You have to be flexible enough to adapt to them. You also need to be professional in your role.

Objectivity:

Through behavioral science assessments, human resource managers determine a candidate’s level of objectivity. Objectivity is defined as exercising fairness or being neutral in your judgement. Every job role requires you to judge without partiality or external influence. You should be independent in your thinking so that you can make clear and better decisions. For example, if a company is looking for a human resources manager, one of the main things they’ll look at is the level of the candidate’s objectivity. Fairness in the workplace gives an equal opportunity to all employees.

Klein Consultants are the best behavioral science experts

Behavioral science assessments are crucial in boosting a company’s productivity. These assessments help managers create better working environments and find the right employees. We have qualified experts here at Klein Consultants who use the best behavioral science assessment techniques. Our assessments test a candidate’s skills, capabilities, and personality traits that match the vacant job position.