One of the ways recruiters use to rate their candidates is through behavioral assessment. Behavioral assessment using psychology uses methods that verify, measure and measure some essential points of the candidates’ behavior.
Not only for the selection process, this type of evaluation can be carried out internally, to analyze the behavior of employees. A method that qualifies the strengths and weaknesses, negatives and weaknesses of each individual, it can be applied in the company for the classification, modification and qualification of personnel.
Today we will talk about this subject in more depth. Be sure to read.
Behavioral assessment is a methodology that aims to analyze the individual through his behavior. In this way, she observes and considers the qualities and defects, strengths and weaknesses, virtues and vulnerabilities present, classifying and categorizing each candidate.
This methodology can be used internally or during the recruitment and selection process. For the internal evaluation, the objective is to have clarity and assertiveness regarding the routine of each employee, so that, in this way, it can impact the search for results.
Through internal and external influences, the individual’s behavior is shaped by creation, family, society, religion, the natural way of being, feeling, perceiving, understanding and relating to the world and people. For this reason, behavioral analysis is never superficial, as it ends up being an in-depth study of each individual.
What is behavioral assessment for?
Behavioral assessment serves a variety of situations and can be used in different ways. Learn more below.
In recruitment and selection
During the recruitment and selection process there are several steps, it is possible to seek and assess the candidate’s knowledge, but this does not always determine the candidate’s choice.
Although one candidate may perform better than others, this does not make him the right person to fill the vacancy. It is necessary that, in addition to the desired technical knowledge, he has a behavioral profile consistent with the company’s culture and with the team where he will work.
In the decrease of turnover
Turnover is always a concern for companies, and it must be worked on by HR actively, aiming at its reduction.
Thus, it is necessary to have a strategy capable of attracting and retaining talents, of developing and allocating them in order to build a strong team that is ready to face new challenges.
Therefore, conducting a behavioral assessment of your employees makes all the difference, as it will be possible to find out who are the people who are most comfortable with their duties, who needs training or even be allocated in another sector.
In productivity
One of the biggest challenges for HR professionals is to understand employees and what is the best way to motivate them, it is not just a question of having a differential, but a question of survival.
It is exactly in this context that behavioral analysis fits. When using this methodology, the company obtains an agile and objective diagnosis. Thus, the manager will not depend only on intuition to understand the members of his team.
How Behavioral Assessment Works
The behavioral assessment was done through printed questionnaires, where the answers were collected, analyzed and the characteristics of the collaborating were passed through reports, in order to identify the profile of the professionals.
Today, through technology, tests are performed using specialized software that collects and crosses the answers, making their profiles in an easy and assertive way, in a very agile way.
However, even with the help of software, the results must be made by a qualified and qualified HR team, so that there is no misinterpretation.
Difference between technical and behavioral assessment
In behavioral assessment, there are assertive methodologies for measuring technical skills and required individual behavioral virtues.
Each company evaluates individually, what are the characteristics they want and need to have in their organizational body. With this, the evaluators look for those candidates that make the union of two points: good techniques and appropriate behavior.
Technical knowledge encompasses both the qualifications and the skills that the individual has to perform a given function. Behavioral competence is linked to the individual’s conduct and attitude, which is translated through his gestures and behavior in relation to culture, purpose, mission, vision and organizational values.
The encounter of an excellent technique with an exemplary behavior results in the perfect collaborator. And, during the selection process, behavioral assessments can be applied to help recruiters identify them.
Behavioral assessment: main types
There are several types of behavioral assessment. Each of them aims to assess the individual in a different way. Effective methodologies, each test can be applied to an end and, consequently, help in the evaluation so that there is no doubt in decision making.
As a way of measuring the behavior of the candidates, the company may choose to apply individual or group tests. Each of them will help in the elimination, highlighting the people who have the most sought after characteristics. Below we separate the main types of behavioral assessment.
DISC behavioral assessment
The DISC assessment is a methodology that brings together three English words Dominance (domain), Influence (influence), Steadiness (stability) and Conscientiousness (compliance).
This is one of the most widely used techniques worldwide. DISC brings together four very important pillars, which in Portuguese are:
Domain: helps to understand how the person deals with challenges and difficulties, highlighting its main characteristics. Thus presenting the data of the behavioral profile and its form of performance;
Influence: identifies the relationship, its mode of communication and its level of influence in relation to the whole;
Stability: shows how the person deals with changes;
Compliance: shows the individual’s ability to adjust and follow rules.
STAR behavioral assessment
The STAR technique is related to Situation, Task, Action and Result. Based on the understanding that people’s behavior, in previous jobs, is the best indicator to measure their actions in the future.
In other words, it helps to organize the candidates’ answers, trying to provide them with concrete examples that show that they really went through the experience and have the necessary skills for the vacancy in question. Its evaluation pillars are:
Situation: Seeks that the candidate describes a situation in which he was involved, conflicting, in detail;
Task: Seeks the individual to describe his responsibilities in the situation;
Action: seeks the candidate to tell what his attitudes were for resolving the conflict;
Result: Seeks that he describes the results he achieved by taking the described actions.
IAC behavioral assessment
The acronym IAC stands for Cultural Adherence Inventory. This assessment aims to draw a diagnosis based on the behavior and responses of a questionnaire that contains 84 questions.
In addition, the IAC methodology divides an organization’s culture into six dimensions. They are:
Process orientation x results orientation;
Orientation for employee x orientation for work;
Parish culture x professional culture;
Open system x closed system;
Weak control vs. rigid control;
Normative culture x pragmatic culture.
Now that you know everything about behavioral assessment, it’s time to assess whether its use is valid for your company or not.
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