Why a Behavioral Assessment Can be the Best Answer

behavioral assessmentsExperiencing change? Who isn’t. The real question is whether or not you’re prepared to make the most of the opportunities that come with change, especially when it comes to your talent. Maybe it’s time to hire a new team member for a new position, or perhaps you are in a time of growth or reorganization that is causing you to evaluate the best strategy for optimizing your overall talent pool. For each of these situations, a behavioral assessment is the tool you need to make the most of talent management.


When you are trying to get the right person in the right job, it is easy to stop short of using all the tools that are available for this important decision. You may be tempted to rely instead on the limited information you can get from the resume and interview process. Turnover is expensive, so before you neglect any additional tools in an attempt to save money and time, consider the cost of a wrong decision.


You may be thinking only in terms of finding the right person for the right job, but there are three core areas you can consider when determining the right fit:


Job Description: Is Yours Effective?

One of the first steps in evaluating candidates for a position is to look at the job description. However, a simple job description can represent vast skill needs and requirements, depending on the company. You need more comprehensive information about the position, which can be obtained by broadening your analysis of the position.
If a behavioral assessment is part of your job description analysis process, you can easily determine the motivations and strengths that are common among your most successful employees in that position. You can then create a profile of the perfect candidate, so that you can clearly evaluate the best candidate through their behavioral assessment. This objective data helps you determine “fit” in a candidate more effectively than reading a brief description of their experience and education on a resume.


Team Fit: Does Your Candidate Play Well With Others?

In addition to matching the best candidate with the position, you need to consider how your candidates fit into the team. Human nature makes us tempted to add team members that are just like us. However, this can be a mistake. Creativity and growth comes when team members complement one another, not just reflect one another.


This is another area where behavioral assessment provides a critical, objective analysis of what makes an effective team. When behavioral assessment is a part of your talent strategy, you’ll put teams together that are complementary and where members propel one another forward.



Culture Fit: What’s the Style You’re After?

You only need to consider communication styles to see clearly how a bad culture fit could result in problems for your workplace. Are your team members more likely to communicate through phone calls or is casual emailing the norm?


Evaluating culture fit with behavioral assessment helps your assessment of a candidate in terms of important areas like communication and flexible work hours as well as formality in office work styles. In the past, these may have seemed like an afterthought, but they can have a significant impact on turnover. If your employee doesn’t feel like a part of things, they won’t stay long.


Chances are, your company is evaluating an organizational change or hiring for a key position. If so, what’s the next best thing you can do for your company? Give PI Consulting Group a call to see how the Predictive Index System can change your talent strategy and create the best possible fit for your employees and your company.