At TruPath, we conduct behavioral assessments as part of our candidate discovery process. These behavioral assessments provide our recruiters with information about how a candidate aligns with a company culture and how their natural instincts apply to a role.
What are some different ways behavioral assessments help with candidate discovery? Here are a few of our favorites.
Past behavior is the best predictor of future results
Some candidates are better interviewers than others. They can say the right thing at the right time to leave a positive impression on hiring managers – even if they are a poor fit for the job.
When evaluating candidates, a behavioral assessment can confirm your gut interview instincts. People are likely to continue their past employment behaviors in future jobs. An assessment can help identify what those behaviors are, and help predict which candidates are going to be successful in their new role.
Tailored based on employer data from current employees who have performed well
If you have a strong company culture (like many of our clients), then you have a goldmine of data to draw from – your current employees! Company culture is the true set of behaviors that your organization expects in people. What better way to help define your company culture than by defining the behaviors of your current employees, and comparing those behaviors to candidates?
Behavioral assessments of current employees are your baseline. They are your “control group” in the experiment you’re running, of whether a candidate will fit well culturally with your current workforce.
Find candidates with the traits best suited to the job
Once you have data from current employees who have performed well in a role, then you’ll have a list of traits from current employees to draw from. For example, if you are hiring a customer service representative, then evaluating the traits of your current representatives will reveal what you should look for in candidates.
Find candidates with the temperament best suited to the job
Temperament is difficult to measure, but a behavioral assessment gives you some insight into a candidate that an interview just can’t reveal. In an interview, you’re ideally seeing a candidates “best self.” But what if they’re extremely nervous in the interview when they’re otherwise an outgoing individual? What if you caught a candidate when they were coming off a cold? In a 30 minute conversation, how can you truly assess the temperament of a candidate?
That’s where behavioral assessments come in. They can provide a much more accurate view of a candidate’s overall make up given the answers to your assessment questions.
Find candidates with the talent best suited to the job
How can you determine “talent?” It’s a question that hiring managers have been trying to figure out for decades. When you compare Candidate “A” to Candidate “B” to Candidate “C” – which candidate has the most talent?
Behavioral assessments can help determine how each candidate’s talents apply to the role you’re hiring for. While Candidate “A” may have more talent than Candidate “B,” an assessment can reveal that Candidate “B”‘s talents actually apply more to the job than Candidate “A.”
That’s why behavioral assessments are a good idea during any candidate discovery process. They offer an unbiased and external viewpoint during your hiring process.
At TruPath, we take an elevated approach to talent search, going beyond the resume and focusing on candidates that will be a cultural fit for our individual clients.
By strategically searching for individuals with the requisite personality, character and values, in addition to the necessary hard skills, we are successful in finding candidates who are a TruFit. Contact TruPath today to learn more about how we help clients find culturally aligned leadership talent.