The hiring process can be time consuming and potentially even more difficult now due to the changing landscape of the working world. With more people working from home or utilizing various programs to communicate, the need for personality and behavioral assessments has become commonplace.
In this ultimate guide, we’ll discuss why you should think about using a behavioral assessment when hiring, what they actually measure, and advantages and disadvantages to consider throughout the process. By the end of this, you’ll be well-versed in the world that is behavioral assessment.
Opusuna’s Take On: Behavioral Assessment
There are probably dozens of reasons why a behavioral assessment is important. The main reason being a great fit for the team that needs to be filled. Long interview processes may yield information about personality and other necessary skills, but without an assessment, many employers and employees alike may not know their behaviors and collaboration ability in the workplace.
By choosing to utilize a behavioral assessment, a company is deciding to better understand the behaviors traits that make up current employees or a candidate and if they add to the team's strength or effectiveness or if they take away or will take away from it. It’s interesting to note that these assessments are not only utilized in a hiring process. They can be used for current employees to build teams or restructure roles based on skill or personality.
The overall goal is to measure behaviors that help a company look at how applicants or employees not only work, but how they go about tackling their work. This means that often behavioral tests are measuring a variety of, talent, habits, and of course behaviors.
A Predictive Index assesses suitability for a specific job. This can be broken up into two similar, yet separate tests known as the Predictive Index Behavioral Assessment (PIBA) or the Predictive Index Cognitive Assessment (PICA). The PIBA is based on personality traits and measures a person’s behavior and motivation. This comes in the form of various questions that ask about work style and values among other questions.
You should think of this more about answering questions in an honest and consistent manner. Think of this less like “pass or fail” and more about gauging if someone is the right fit for the role. The goal of a behavioral assessment is to find the best fit for the role at the moment. However, you should not let the specifics of a role deject you from taking the test.
Just as an employer is looking for a fit, the potential candidate should be doing the same. Both parties should look at this assessment as an honest way to approach personality and habits before jumping into a role.
An employer may learn more about a candidate’s personality and skills based on how they answer the questions. In a traditional sense, a behavioral assessment is measured for factors such as: dominance, objectivity, formality, extraversion, and patience. While each test may have differences in questions, they are largely designed to reveal drives or predictors to understand workplace behavior.
This can also be extended to current employees, not just prospective employees. Many choose to use behavioral tests to better understand how a team can be formed or to better structure interpersonal relationships among existing teams.
There are a variety of tests to consider when tackling the subject of behavioral assessment before hiring. Below we’ve included some examples to consider such as:
As with any test, there are pros and cons to consider. Below are some advantages and disadvantages to a behavioral assessment test.
Aside from the use of tests, there are additional behavioral assessment tools to consider from team building to online questionnaires. However, there are qualitative tools that differ from that mishmash of other assessments that can be confusing.
At Opusuna, our assessment draws heavily from physics and the dynamic systems theory of how humans interact and operate. It was developed from the ground up to be a team-building strategy to measure teamwork and interactive behavior and explain:
And in an effort to modernize older methods of behavioral assessment, Opusuna was designed and validated to be free of bias (age, race, gender, nationality, and culture).
We’re proud to say that the University of Pennsylvania Journal of Labor and Employment Law singled out Opusuna as bias-free and in compliance with the Americans with Disabilities Act (ADA) requirements.
Collaboration within a team is crucial to bettering your business and offerings. If you’re on the fence about the roles and responsibilities that each member plays, it could become confusing and inefficient as you grow. This is where behavioral assessments truly shine. As research shows, the most important indicators across all types of industries are an employee's ability to collaborate on a team and work toward common objectives.
If you’re looking to fill roles that are aligned to the needs of the team’s mission, why not check out the Opusuna 10 Modes of Services (Roles). This assessment will work to:
With 10 modes of service (roles), you and your team can:
Make Better Hires with Better Information - Within an hour Opusuna tells you a person’s teamwork role and their behavior and how best to lead or coach that person.
Use Role-Based Attraction to Hire Team Players - The ability to make teams better is an essential capability and a mission-critical skill set worth measuring.
Build Team Chemistry and Improve Teamwork - Team performance analytics are the keys to the “who” and “why” in selecting the best person for the job and the team.
There are two options to get started if you’re looking for assessment plans or TeamQuest Advisors Consulting Services. You can also book a demo or consultation with Marci Schnapp, Opusuna’s founder for more information before getting started!