What Does Behavioral Testing Measure?

February 8, 2022 | Klein Consultants

What Does Behavioral Testing Measure?

What Does Behavioral Testing Measure?
Klein Behavioral Science Consultants > Personality Assessment > What Does Behavioral Testing Measure?
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Behavioral science is the study of human behavior. A good percentage of human resource experts use behavioral science to identify a candidate’s competencies. There is a broad spectrum of behavioral science techniques that you can use to test human behavior. So, how do you conduct behavioral testing?

More often than not, recruitment experts use behavioral profiles to make better hiring decisions. Behavioral testing helps you identify several traits about a person. Some of the common traits you’ll identify through behavioral testing include:

The most common traits to measure through behavioral testing

Adaptability:

The first characteristic of behavioral testing measures is adaptability. When looking for a suitable candidate for a job, you need to ensure they are flexible enough to change. This way, they can always adjust amid organizational changes both in the short and long run. An adaptable employee is also open-minded to learning new things. So, during behavioral testing, ensure you test this trait.

Assertive temperament:

The next attribute of behavioral testing measures is assertive disposition. Assertive disposition is the confidence to say yes or no when faced with dilemmas. Assertive people make good leaders. This is because other people’s decisions do not sway them. Additionally, assertive people are able to stand up for people’s rights without being rude or aggressive. This is a trait you should undoubtedly look for in your employees.

Competitive:

Your employees should be competitive. This is the only way your organization or business will stay competitive. A competitive employee always delivers their best in every task given. As a result, they always emerge as the best. If there is a high rate of competition in the organization, the company is more likely to perform well. Being competitive helps you stay on top of the game.

Confidence:

Behavioral testing also helps you measure the confidence levels of the potential candidates. Confidence is believing in oneself. Employees with this trait are able to express themselves better and deal with conflict more maturely. Confidence also enables employees to share their ideas and thoughts without being afraid of judgment. A confident person also responds positively to negative feedback. They are not afraid of being corrected and working to improve themselves.

Cooperation:

Indisputably, every hiring manager always looks for cooperative employees. There’s nothing worse than having an employee who cannot follow the rules or work in a team. Such employees can give you headaches. Therefore, it is important to know whether your potential candidate is willing to work with others for the betterment of the organization. Moreover, they should be willing to listen to and follow your instructions.

Dependability:

It is essential to hire employees you can count on. Reliable employees often go the extra mile to accomplish organizational goals. They finish tasks on time and are just a call away. Recruitment managers always want someone they can count on and even leave in charge when they are not around. As a result, ensure that the behavioral testing techniques you use to test for this attribute are appropriate.

What Pre-Employment Assessments Tell Hiring Managers

Leadership:

Every employee should have leadership skills. This way, they will be able to work under minimal supervision. Additionally, they will be able to lead teams and accomplish all their tasks. Nonetheless, note that not every candidate has strong leadership qualities. And this is okay. You can also look for candidates with a certain percentage of leadership qualities.

Service Orientation:

Service orientation is a very important skill in an organization. Employees who have this characteristic focus on meeting customer needs. They are also empathetic and look out for everyone’s needs in the organization. Such employees are more likely to take time to understand and listen to a customer’s requirements. As a result, they establish a strong rapport with customers and help in building an extensive clientele.

Stress Tolerance:

Occasionally, there can be a lot of pressure in the workplace. Consequently, you need someone who can handle high-stress levels. Otherwise, they would get overwhelmed and burn out when the work is too much.

Trustworthy:

Unquestionably, your potential candidates should be trustworthy. Hiring someone you cannot trust keeps you worried all the time. Additionally, people who cannot be trusted are usually dishonest. They are more likely to violate organizational rules and regulations. Thus, make sure your behavioral testing techniques test this attribute.

How much time do you need for behavioral testing?

More often than not, you need approximately 20 to 30 minutes to conduct a behavioral test. The amount of time differs depending on the questions and the type of system you use. Nonetheless, avoid conducting very long behavioral tests since it is tiresome for you and the potential candidate.

Klein Consultants are the best!

Do you want to conduct a behavioral test? Klein Consultant has got you covered. We have behavioral science experts who incorporate the best behavioral testing techniques that help you find out a wide range of attributes about your potential candidates. Do not hesitate to contact us if you are looking to hire the best employees for your organization.

Klein Consultants
Author: Klein Consultants
Klein Consultants has been a thought leader in personality testing for careers for over 7 decades and continues to set the bar in our industry Our pre-employment testing suite enables hiring managers and decision makers to streamline the candidate selection process and hire better employees. We are one of the leading experts in hiring metrics and invite you to read our thoughts on variety of subjects pertaining to Pre-Employment Assessments.