See Beyond the Resume with Behavioral Assessments
In today’s job market, a resume is no longer enough to secure a job. Employers are increasingly relying on behavioral assessments to evaluate the suitability of candidates for specific roles. These assessments, which can take many forms, provide insight into a candidate’s personality, work style, and approach to problem-solving.
Typically, resumes or LinkedIn profiles have been the primary tool used to evaluate candidates for open positions. However, they can be misleading or incomplete, because they only provide a single dimension of a candidate’s experience and qualifications. Behavioral assessments provide a more comprehensive view of a candidate’s suitability for a role by analyzing work style, personality traits, and potential cultural fit within an organization.
Many behavioral assessments are now conducted online, allowing organizations to automate the process and efficiently evaluate large numbers of candidates at scale. Additionally, some assessments use artificial intelligence and machine learning algorithms to analyze data and provide insights into a candidate’s potential for success.
Why Behavioral Assessments?
- Focus on Soft Skills: Soft skills like communication, teamwork, and problem-solving, are often critical to the success in many roles, but can be difficult to assess through traditional interviews or resumes. By evaluating a candidate’s personality traits and work style, behavioral assessments can provide insight into their potential for success in a particular role or how they complement an existing team. Whereas hiring managers have focused on technical skills and experience, behavioral assessments provide a more comprehensive view of a candidate’s potential for success in a role.
- Reduce Bias: By focusing on objective data and standardized evaluations, behavioral assessments can help eliminate biases based on factors such as age, gender, race, or educational background. Some assessments are specifically designed to evaluate for diversity and inclusion, helping organizations identify candidates who are likely to contribute to a more diverse and inclusive workplace.
- Values and Culture Fit: By evaluating a candidate’s personality traits and work style, these assessments can help determine whether they’re likely to thrive in the organization’s work environment and contribute to its success over the long term.
Behavioral Assessments in Action
Hospitality – reduce turnover and improve the quality of hire.
Leveraging a variety of assessments to evaluate candidates for roles at all levels of the organization, they can include personality tests, situational judgment tests, and cognitive ability tests.
Airlines – identify candidates who are likely to provide excellent customer service and contribute to the company’s culture of teamwork and collaboration.
Using behavioral assessments to select candidates for customer-facing roles they can evaluate them on a range of personality traits. These include emotional intelligence, conscientiousness, and optimism.
Consumer Goods – identify high-potential candidates who are likely to succeed within the organization and contribute to its long-term success.
The assessment evaluates candidates on their potential to become future leaders within the organization and includes components such as a cognitive ability test, a personality test, and a case study.
By evaluating personality traits, work style, and potential cultural fit, behavioral assessments help organizations identify candidates who are likely to thrive within the organization and contribute to its long-term success. As the job market continues to evolve, behavioral assessments can become an increasingly important tool for organizations looking to make the best hiring decisions possible.