As the job market becomes increasingly competitive, companies seek innovative ways to improve their hiring processes. HR specialists are also constantly looking for ways to make the hiring process better. Companies need to be aware of all the resources available to improve the effectiveness and efficiency of hiring, whether it is by reducing the average time to hire or increasing the likelihood of bringing the appropriate individual on board. One approach that has gained popularity in recent years is using behavioral assessments. These assessments are an effective way to measure a candidate’s traits, skills, and abilities, which can provide valuable insights into their potential success in a role. The behavioral evaluations and skills tests you should use in your employment process are some of the most effective instruments.

Despite the relevance of rigorous talent testing, it’s important to also consider the importance of pre-employment behavioral examinations. You can delve further into a candidate’s personality using behavioral tests to forecast how they will act and perform at work. These tests place more emphasis on a candidate’s soft skills and reveal information about their way of thinking and communicating.

In this article, we will explore why behavioral assessments are the future of hiring, the benefits of using them, the different types, and how to conduct them.

Understanding Behavioral Assessments – What are They?

Behavioral assessments are tools used by employers to evaluate a candidate’s behavioral tendencies, personality traits, and cognitive abilities. These evaluations can offer insightful information about a candidate’s working style, communication talents, and problem-solving skills. The goal is to identify the best candidate for a particular role, based on their personality and behavioral traits.

There are three primary types of behavioral assessment tests: functional behavior assessments, adaptive behavior assessments, and behavioral assessment tests. Functional behavior assessments focus on a candidate’s behaviors in specific situations, such as their reaction to stress, their ability to multitask, and their communication skills. Adaptive behavior assessments measure how well a candidate can adapt to new situations and environments, while these tests evaluate their cognitive abilities, such as their problem-solving skills and ability to learn quickly.

Assessing behavioral skills via behavioral tests. Knowledge, skills, and personality qualities comprise behavioral competencies. Such competencies are essential components of a profession that are observable in behavior at work. The behavioral requirements for various employment types and levels differ. A special type of behavioral test can be used to evaluate each behavioral skill, and the results can be quite helpful when it comes to workforce planning.

In the Context of the Workplace, What is Behavioral Assessment?

Behavioral assessment in the workplace refers to the process of evaluating an employee’s job-related behavior, skills, and personality traits to identify their strengths and weaknesses, as well as to determine whether they are a good fit for a particular job or team.

The assessment may involve the use of various tools and techniques, including behavioral interviews, personality tests, cognitive assessments, job simulations, and performance evaluations. The goal of this assessment is to gather information about an employee’s work style, communication skills, problem-solving abilities, and other relevant behaviors that impact job performance.

The results of this assessment can help employers make informed decisions about hiring, promotion, training, and team building. It can also be used to identify areas where an employee may need additional support or development. Overall, this test is an important tool for creating a more productive and effective workforce.

Benefits of Using Behavioral Assessments in the Hiring Process

There are several benefits to using these assessments in the hiring process. Here are some of the key advantages:

Improved Hiring Decisions:

Behavioral assessments provide a more comprehensive and objective view of candidates, allowing employers to make better-informed hiring decisions. By evaluating a candidate’s personality traits, work style, and behaviors, employers can assess whether the candidate is likely to be a good fit for the job and the company culture.

Increased Predictive Validity:

This test can help to increase the predictive validity of the hiring process. By measuring a candidate’s past behavior and performance, employers can better predict how they will perform in the future, reducing the risk of making a bad hire.

Time and Cost Savings:

It can also help streamline the hiring process, reducing the time and cost involved in recruiting and selecting candidates. By identifying the most promising candidates early in the process, employers can focus their efforts on those who are most likely to succeed.

Better Cultural Fit:

This test can assist in identifying candidates who are a good fit for the company’s culture, values, and mission. This can improve employee engagement and retention, as well as promote a positive and productive work environment.

Legal Compliance:

It can help to ensure legal compliance in the hiring process. By using validated and reliable assessments that are relevant to the job requirements, employers can reduce the risk of discrimination or bias in hiring.

Objective Evaluation:

It provides a standardized and objective way to evaluate candidates’ skills, traits, and behaviors, which can reduce the risk of subjective biases or personal preferences in the hiring process.

The use of these assessments in the hiring process can lead to better hiring decisions, increased productivity, and a more positive and engaged workforce.

Different Types of Behavioral Assessments in the Employment Process

Here are the top five behavioral tests that are available for usage if you’re curious about your options. Learn what each of them tests and how they function.

DISC Test

The DISC test is a popular personality assessment tool used in the hiring process. It measures an individual’s behavioral style based on four personality traits: Dominance, Influence, Steadiness, and Conscientiousness. These four traits are represented in a quadrant chart that indicates an individual’s natural tendencies and preferences.

Here’s how the DISC test works in the hiring process, it functions by evaluating an individual in the following areas:

• Dominance (D): How tenacious or assured they are in their abilities
• Influence (I): Their capacity to forge deep professional connections and how influential or motivating they are to others.
• Steadiness (S): How steady, reliable, and constant they are.
• Compliance (C): Depending on their level of experience, how task-oriented, cautious, and exact they are.

The DISC test is useful in hiring because it provides insights into a candidate’s behavioral style, communication style, and work preferences. It can help employers identify potential strengths and weaknesses in candidates and match them to the job requirements and organizational culture. It can also be used to inform onboarding, training, and development plans for new hires. However, it’s important to note that the DISC test should be used in combination with other selection methods and should not be the sole determinant of hiring decisions.

Enneagram Test

The Enneagram Test is a personality assessment tool that identifies an individual’s dominant personality traits and how they relate to nine different personality types. It is based on the idea that people can be classified into nine distinct personality types, each with their own strengths, weaknesses, and motivations.

In the context of the hiring process and workplace, this test can be used as a tool to help employers better understand their employees’ strengths, weaknesses, and motivations. This can help them make better hiring decisions, as well as provide more effective training and development opportunities for their employees.

During the employment process, employers can utilize the Enneagram Test to pinpoint applicants who possess the personality traits and qualifications necessary for the position. For instance, if a position calls for strong leadership abilities, a potential employer might search for people who fall into the Enneagram Type 8 (The Challenger) category. The Enneagram Test can be used in the workplace to help managers and team leaders better understand the personalities of their employees and how they can collaborate more successfully. 

Big Five Test

The Big Five  Test can be a useful tool in the hiring process, assisting businesses in locating applicants who are most likely to succeed in particular positions and suit the culture of the company. It should be applied fairly and impartially, nevertheless, and utilized when combined with other recruiting criteria. Employers can boost their chances of securing the top candidates for their positions by doing this. 

The Five-Factor Model (FFM), often known as the OCEAN model or the Big Five Personality Test, is a popular tool in psychology that aims to define and quantify five main aspects of personality. These are the five dimensions:

• Openness to experience: This quality assesses a person’s originality, imagination, and level of curiosity as well as their desire to try new things.
• Conscientiousness: This factor assesses a person’s degree of organization, self-control, and accountability.
• Extraversion: Extraversion is a personality trait that assesses a person’s friendliness, assertiveness, and stimulation tolerance.
• Agreeability: This trait assesses a person’s capacity for cooperation, empathy, and care for others.
• Neuroticism: This trait assesses a person’s susceptibility to stress, anxiety, and emotional instability.

The Big Five Test is composed of a series of questions or statements that the subject is asked to rate on a scale of 1 to 5, with 1 denoting significant disagreement and 5 denoting strong agreement. The scores the person receives on each of the five dimensions are then determined using these responses.

16 Types Test

Based on Carl Jung’s theory of psychological types, which divides people into 16 different personality types according to their cognitive processes and preferences, the 16 Types Test is a tool for assessing personality. The Myers-Briggs Type Indicator (MBTI), which bears the names of the test’s designers Katharine Briggs and Isabel Briggs Myers, is another name for the assessment.

In the hiring process, the 16 Types Test can be used to assess whether an individual’s personality type is a good fit for a particular job or company culture. For example, an individual with an ISTJ personality type might be well-suited for a job that requires attention to detail and adherence to rules and regulations.

In the workplace, the 16 Types Test can be used to help teams work more effectively together by identifying individual strengths and weaknesses and facilitating communication and collaboration. For example, a team with a mix of personality types might be better able to tackle a complex problem because each individual brings a unique perspective and skill set to the table.

Culture Add Test

This test evaluates how closely a person’s values match those of the employer. It enables you to determine whether they are likely to adopt or follow the basic values of your business. You can determine which employees will have a good influence on your company culture with this test.

The Culture Add test is designed to reflect the core values of your business. First, a survey about your company’s values enables you to rank a list of beliefs, actions, and behaviors according to how well they align with those values. 

The candidate is then given a survey and asked to rate the importance of the same values and behaviors on their own.

How to Conduct a Behavioral Assessment?

Conducting a behavioral test involves several steps. First, employers need to identify the specific traits and skills they are looking for in a candidate. They can then choose the appropriate assessment tool based on those criteria. Once the assessment is complete, employers will need to analyze the results and use them to inform their hiring decisions.

It is essential to use a valid and reliable assessment tool when conducting a behavioral test. Employers should also ensure that the assessment tool they choose is appropriate for the role they are hiring for.

Tips for Choosing the Right Behavioral Assessment for Your Organization

When choosing a behavioral assessment test tool, there are a few key factors to consider. First, it is essential to choose a tool that is valid and reliable. This means that the tool has been proven to measure what it claims to measure and produces consistent results over time.

It is also important to choose an assessment tool that is appropriate for the role you are hiring for. For example, if you are hiring for a technical role, you may want to choose an assessment tool that measures cognitive abilities and problem-solving skills. If you are hiring for a customer service role, you may want to choose an assessment tool that measures communication skills and emotional intelligence.

Finally, it is important to choose a tool that is easy to administer and interpret. This will ensure that the assessment process is efficient and effective.

Strategies for Using Behavioral Assessments in the Hiring Process

To get the most out of behavioral tests in the hiring process, employers should consider the following strategies:

• Use behavioral assessments in conjunction with other hiring tools, such as interviews and reference checks.
• Ensure that the assessment tool is appropriate for the role you are hiring for.
• Train hiring managers and recruiters on how to administer and interpret the assessment tool effectively.
• Use the results of the assessment to inform your hiring decisions, but do not rely on them exclusively.
• Use the assessment results to develop personalized onboarding and training plans for new hires.

The Future of Behavioral Assessments in the Hiring Process

As technology continues to evolve, we can expect to see even more sophisticated behavioral assessment test tools. Tools like SkillRobo provide a wide range of options in online assessments that helps understand the individuals while hiring. These tools will likely use artificial intelligence and machine learning algorithms to provide more detailed insights into a candidate’s personality, work style, and cognitive abilities. 

We can also expect to see more emphasis placed on soft skills and emotional intelligence in the hiring process. It will play a crucial role in identifying candidates who possess these skills and traits.

Common Challenges in Using Behavioral Assessments and How to Overcome Them

One of the most significant challenges in using behavioral test assessments is ensuring that they are administered and interpreted correctly. This requires adequate training for hiring managers and recruiters. Employers should also ensure that the assessment tool they choose is appropriate for the role they are hiring for.

Another common challenge is ensuring that the assessment tool is fair and unbiased. This requires careful attention to the language and structure of the assessment questions. Employers should also ensure that the assessment tool they choose has been validated for use with diverse candidates.

Conclusion

Behavioral assessments are becoming an increasingly important tool in the hiring process. They provide valuable insights into a candidate’s personality, work style, and cognitive abilities, which can help employers make more informed hiring decisions. By using the right assessment tool and implementing effective strategies, employers can improve their hiring processes, reduce turnover rates, and build stronger, more cohesive teams. As technology continues to evolve, we can expect to see even more sophisticated assessment tools that provide even more detailed insights into candidates.

With the use of SkillRobo’s behavioral evaluation, you may compare prospects more swiftly. You won’t have to spend a lot of time going through each application. Instead, you will have a useful method for quantifying behaviors that are notoriously difficult to assess. You will also get rid of any potential unconscious prejudice that may otherwise disqualify candidates with a strong job fit because the tests are uniform for everyone.

Get ready to use SkillRobo’s pre-employment assessment tool in your hiring process. Request a demo today!