The Behavioral Assessment is an unrestricted, untimed stimulus-response tool that is substantially more than a personality test. Thousands of businesses around the world have utilized our industry-leading pre-employment assessment for more than 70 years to understand the personality qualities that make their employees and recruits tick.

Use the Behavioral Assessment to hire people who are predisposed to be a good fit, to create teams that work like magic, and to manage employees in a way that drives them to perform at their best.

• Dominance is the desire to assert power over other people or events.
• Extraversion is the desire to interact socially with other individuals.
• Patience is the desire to be consistent and stable.
• The desire to follow norms and organization is referred to as formality.
• The degree to which an individual chooses objectivity when processing information and making judgments is referred to as objectivity.

What Are Behavioral Assessments Used For?

Behavioral assessments are increasingly being used by recruiting teams include data-driven techniques and pre-employment testing to their hiring process. According to Talent Board’s most recent North American Candidate Experience Research, more than four in ten (42%) companies screen and evaluate candidates using behavioral and/or personality evaluations during the hiring process. Behavioral assessments provide insight into the critical performance drivers for a particular role. For instance, the fundamental abilities of a call center representative may include sales motivation, multitasking, problem-solving, and career security. Recruiters can forecast a candidate’s on-the-job success and chance of early turnover by evaluating their performance against certain job-specific competencies. The following are some frequently asked questions regarding the use of behavioral evaluations in the employment process.

During the hiring process, employers use personality tests or behavioral evaluations as part of their pre-employment filtering to prioritize their list of prospects or to steer a structured interview process. Finally, they are attempting to anticipate if your behavior is a good fit for a given function or the broader workplace culture.

How Behavioral Assessments Work

Some evaluation providers issue recommendations that are effectively pass/fail. The finest assessments, on the other hand, attempt to provide employers with objective data so that they can make more informed judgments and, ultimately, better understand who they are hiring. For example, we advise our clients to consider assessments alongside their qualifications, interview(s), and references when making hiring decisions. Simply put, there is no such thing as a “pass” or “fail.”

These four essential factors—or core behavioral drives—provide a straightforward framework for analyzing the workplace behaviors of your employees and recruits. Predictive validity allows you to see beneath the surface and forecast how people will act in specific scenarios. Behavioral testing, when combined with an awareness of cognitive capacity, has the potential to significantly improve the employment process.

If previous behavior is the best predictor of future outcomes, then the latest generation of behavioral analytic tools could be an HR professional’s closest friend. Such tests are assisting more businesses in finding people who have the qualities, temperament, and intrinsic skill that are best suited to the jobs that are being filled. Furthermore, the most recent technology allows businesses to tailor the tools by utilizing predictive validity about their own top achievers.

HowEffective Are Behavioral Assessments In The Hiring Process?

These tests have traditionally been considerably less prevalent than ones that measure hard skills and specific work knowledge, but this may be changing. In a recent survey conducted by Lagunas last year of 237 organizations of various sizes, over half of which are in the United States, 52 percent employed skill and knowledge evaluations in hiring, while 38 percent used predictive behavioral assessments.

Validation should be a primary necessity. Behavioral evaluations should be anchored in industrial-organizational psychology science and validated to predict performance through several validation studies. Additionally, the most powerful and predictive behavioral assessments employ advanced artificial intelligence techniques such as machine learning and deep learning to find complex correlations between data pieces, increasing their predictive potential and reducing bias. Traditional assessments can only connect data in a linear fashion.