SELECTION EDGE

BEHAVIORAL ASSESSMENT TOOLS
OVERVIEW

The science behind behavioral tools was perfected almost a hundred years ago, but it is only with the advent of the Internet that they have become more accessible and, therefore, much easier to use.

Until that development, managers wanting to use behavioral assessment tools to make their organizations more effective had to use consultants to debrief the reports on individuals within their company. Now it is as simple as giving out a URL and getting back a comprehensive report that doesn’t need a consulting fee to understand.   

• The styles that dictate the way people behave (DISC)  
• The underlying values that drive behaviors (Workplace Motivators)
• The individual potential for workplace performance (Personal Talent Skills Inventory)

Once people understand the way in which people like to behave, it makes effective communication considerably easier; comprehending the different value drivers makes the differences between people within the workforce much easier to understand and manage.

In many ways the most powerful of all is the understanding of the individual potential for workplace performance, and managers use this instrument to evaluate potential and coach performance improvements.

The Job Benchmark allows managers to identify the behaviors, talents and individual potential needed to be successful in a particular job. By using this instrument, it makes it possible to identify the candidates that will best fit the job for which they are being interviewed. While behavioral assessments should only account for 30% of the hiring decision, the job benchmark takes much of the guesswork out of the hiring decision.

As well as hiring, these tools can be used in managing, teambuilding or improving sales performance. Whatever the activity, those who understand the behaviors of the people with whom they interact and the best way to communicate with them will become more effective and more successful.