Why You Should Use Behavioral Assessments for Hiring

Technical Skills matter when you’re making a hire, but they’re only one piece of the puzzle.  You don’t just want to hire someone who can adequately perform tasks without knowing if they will fit into your company’s culture, have the same values as the organization and generally be happy at their job. Fortunately, by utilizing a Behavioral Assessment in your hiring process you can predict those other pieces of the puzzle by looking at actual data on how prospective employees are expected to behave in a given role or a work situation. Here are a few reasons to consider using a behavioral assessment in your hiring process.

Data Driven

Do you weigh first impressions too heavily? Using Behavioral Assessments gives you the ability to look at actual data, not simply relying on observations or gut feelings to make decisions.  A candidate may come in and have a great interview but they could possess behavioral traits that would be detrimental to their job performance.  By looking at behavioral data, you will be able to look at these traits and make more informed decisions before you even bring them into interview-saving you time, and money.

Alignment

By using a Behavioral Assessment, you can objectively align behaviors important for success in a given role.  Before you even schedule an interview, you can benchmark your best and brightest employees and compare the candidate’s data to the trend.  Knowing what behavioral traits are needed to be successful within a given role is crucial to ensuring not only a hiring success but a happy hire.

Decreases Employee Turnover

Happy employees stick around. If you’re able to gauge what a prospective employee’s natural inclinations are and what kind of culture makes them comfortable, you can  hire accordingly and have data to consult in order to communicate more effectively and encourage their success.

Structure

Having behavioral data of candidates can help you develop structured interview questions based on their behavioral tendencies. It can also provide helpful suggestions on how to communicate with and motivate others.

Automated Efficiency

Recruiting can be a time-consuming process.  On average, it takes 52 days to fill an open position.  By utilizing Behavioral Assessments in your hiring process, you can lighten the load, both figuratively and literally for your HR team and get positions filled faster and more accurately.  Instead of lugging around reports and resumés, everything is automated and instantly accessible online.  With Behavioral Essentials, you’ll be able to access your own dashboard and overlay candidates results with other existing team members easily in order to ensure a good fit and determine potential bad hires right away.

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