How Can Behavioral Assessments Improve Your Recruitment Strategy?

As roles become more complex, we are seeing a massive shift in the workforce – from a need for technical skills to a growing demand for soft skills.??Yet, these soft skills are incredibly difficult to measure and assess.?You cannot pull out a ruler and measure how collaborative someone is.

That is where psychometrics can help.?Psychometrics is the science of measuring mental capacities and processes.

There are several psychometric tools available on the market and today I am going to take a closer look at the Behavioral Assessment by Predictive Index.

Watch it now

I sit down virtually with Andy Grant, Direct at Blue Marble Recruitment and discuss his Behavioral Profile, which was created following his 6 minute assessment by Predictive Index.

What is a Behavioral Assessment

People have drives, which create needs and your behaviour is in response to these needs.?So, if you only see behaviour, you are guessing someone’s drives needs.?If you measure drives, you can better predict someone’s needs and behaviour.

The PI Behavioral Assessment? (PI BA) is a science-based framework that maps personality in four motivational drives. The drives and their relation to each other constitute a person’s behavioural pattern and ultimately help you understand the underlying needs and the associated behaviour.?

The PI Behavioral Assessment? (PI BA) is more than a recruitment tool.?It will help you to identify candidates who will be motivated and thrive in a given role.?

Why use Behavioral Assessments

To make the best hire, you need to go beyond the traditional screening metrics and measure more earlier such as:

• Motivational drives, attitudes and values, and cognitive capacity.

Candidate assessment tools such as DISC, Hogan, and Predictive Index?provide a panoramic insight?by measuring what is beneath the surface.?

When it comes to predicting future performance, technology is key:

• Education, years of experience, and references all have low predictive value. Yet, we rely on these for screening early in the recruitment process.
• Cognitive and Behavioural Assessments, have much higher predictive value, and when combined with interviews, provide the most effective method for predicting future performance.

For me, hiring without the use of psychometric assessments is like trying to put together a jigsaw puzzle with pieces missing … and no picture on the box. It’s not fun, it takes longer, and when you are almost finished, you realise you have pieces missing.

Take the assessment today and start measuring more to improve your recruitment:

Have a great week,

Dave Crumby

Founder at 360 Talent Solutions