Behavioral Assessments as a tool of productive recruitment

 

 

Behavioral assessments could be considered as a very important tool designed to measure the interpersonal qualities of the candidates . This is a critical measure of one’s qualities beyond skills or experience .These tests may include workplace behaviors , ethics , culture fit etc … .Through these assessments you can predict on the job performance and also identify top talents .While competency tests conducted on technical knowledge gives an understanding of the Candidate’s skills and ability to perform the duties , behavioral Assessments gives a more clear picture of the future employee .Hence, evaluation of both aspects are vital . Studies show that most employers use both these measures to onboard the most suitable candidate to their organization

 

Types of Behavioral Assessments used in selectin process :

 

Tests on Personality                    :  Evaluating the characteristics such as Cooperation and adoptability

Tests on emotional Intelligence  :  Empathy , Self-awareness and Social behavior

Tests on situational Judgement   :  Actual scenarios to be presented to test the judgement skills

Tests on Integrity                         :  Assessments related to reliability and willingness to follow rules

 

“In today’s workplace, tech skills get you through the door, but behavioral competencies determine how far you’ll go. That’s why smart hiring isn’t just about what candidates know—it’s about how they apply it.”

 

Ken Crowell – EmployTest

 

 

Benefits of Behavioral Assessment :

 

The world of hiring is a complex one, but behavioral assessments can contribute as a modern tool to make the hiring process more easier . Behavioral Assessments could provide deeper insights into the Candidates abilities ,skills personality and social behavior which cannot be assessed through resumes and interviews . Sole focus on paper qualifications is no longer the main criterion in selection process . The Recruiters can make  more  informed decisions through data driven insights obtained from behavioral tests .

These assessments allow the Employer to recruit the right candidate with necessary technical capabilities and team dynamics . Further, their suitability for specific job role can be proved with objective measures .Another ,positive fact could be less employee turnover for the organization . As the employees who have been recruited through these assessments fit in to the organizational culture ,they will be less staff turnover for the organization  

 

Using the STAR method in behavioral Assessments :

 

The STAR method is a widely used technique in behavioral assessments, particularly during interviews, to assess how a candidate has handled past experiences and behaviors related to the job being applied for. The acronym stands for Situation, Task, Action, and Result, and it offers a structured approach that allows candidates to showcase their handling of specific situations in the past.

 

STAR stands for ;

 

S : Situation

T : Task

A : Action

R : Result

 

Understanding the Components of the STAR Method:

1. Situation (S):
   In this step, the candidate sets the scene by describing the context or background of a situation they encountered in a previous job, project, or activity. This helps the interviewer grasp the challenges involved.
   Example: "A tight deadline was set for the delivery of a new software feature in my previous role as a project manager."
2. Task (T):
   The candidate explains the specific task or responsibility they had in the situation. This part clarifies what they were accountable for or the problem they were tasked with solving.
   Example: "Ensuring the timely completion of the project, despite technical difficulties and time constraints, was my responsibility."
3. Action (A):
   This is where the candidate outlines the steps they took to address the situation and complete the task. This portion is essential as it highlights problem-solving abilities and initiative.
   Example: "I coordinated daily team meetings, reallocated resources to critical tasks, and worked closely with the client to manage expectations about the feature's capabilities."
4. Result (R):
   Finally, the candidate shares the outcome of their actions. The result should emphasize positive outcomes, and whenever possible, quantify the impact. If the results were not as expected, this is also an opportunity to discuss lessons learned.
   Example: "We delivered the feature a day ahead of schedule, and the client was satisfied with the quality, leading to a 15% increase in customer satisfaction ratings."

Why the STAR Method Is Effective:

• Structure: It offers a clear framework for answering behavioral questions, ensuring responses are organized and focused.
• Clarity: It helps candidates present their experiences concisely while still including the necessary details.
• Predictive: Since past behavior often indicates future behavior, the method provides insight into how a candidate might approach similar situations in the future.

Example Interview Questions Using the STAR Method:

• "Tell me about a time when you dealt with a difficult customer."
• "Describe a situation where you worked as part of a team to achieve a goal."
• "Give an example of a time when you solved a problem under pressure."

By using the STAR method, interviewers can assess a wide range of competencies, such as leadership, teamwork, problem-solving, time management, and communication. This method proves to be an effective tool for both interviewers and candidates, ensuring that answers are detailed, relevant, and offer valuable insights into past behavior.

 

Corporate entities that use Personality tests in their recruitment and Selection process :

McDonald’s, established in 1940, is the world’s largest fast-food chain, with over 1.7 million employees worldwide. As part of its recruitment process, the company uses personality assessments to evaluate whether a candidate is a good match for their team. These assessments focus on an individual’s behavioral traits, helping McDonald’s determine which applicants are best suited for various roles. By reviewing the results of these standardized tests, the company can efficiently identify the ideal candidates.

 

 

Citigroup, a leading multinational investment banking and financial services firm in the U.S., incorporates numerical and logical reasoning psychometric tests into its recruitment process. The numerical tests are designed to increase in difficulty as the questions progress, while the logical reasoning test, which is nonverbal and often uses visual puzzles, presents a unique challenge. Depending on the specific role and field of application, candidates may be required to successfully complete these tests before receiving a job offer.

 

 

HP  is a prominent American multinational IT company that creates personal computers, printers, and related products, in addition to offering 3D printing solutions. The psychometric tests HP uses vary depending on the specific job role an applicant is pursuing. For each role, HP may require several types of assessments, such as personality tests, numerical and verbal reasoning tests, case studies, presentations, and group exercises. The recruitment process is divided into five key stages: submitting an online application, completing an aptitude assessment, participating in a telephone interview, attending an assessment center, and finally, a face-to-face interview.

 

EY is a global network of professional services based in London and is widely regarded as one of the top accounting firms, with one of the largest networks in the industry. With over 300,000 employees around the world, EY is a leading employer in its field, making it highly competitive for those seeking a position at the company. The recruitment process, however, is demanding and involves several stages.

The process begins with an online application, followed by EY’s online assessments. Candidates who successfully pass these assessments move on to the next steps, which include phone interviews and assessment centers. Depending on the specific role, EY may use various psychometric assessments, including numerical reasoning, verbal reasoning, abstract reasoning, diagrammatic reasoning, situational judgment tests, spatial reasoning, personality assessments, case studies, group exercises, and presentations.

 

 Key References :

Hough, L.M. & Oswald, F.L., 2000. Personnel Selection: A Scientific Approach. In: N. Anderson, D.S. Ones, H.K. Sinangil & C. Viswesvaran, eds. The Handbook of Industrial, Work, and Organizational Psychology, Vol. 1. Sage Publications, pp. 133-164.

Campion, M.A., Palmer, D.K. & Campion, J.E., 1997. A Review of the Literature on Behavioral Interviewing. Personnel Psychology, 50(3), pp. 655-694.

Barrick, M.R. & Mount, M.K., 1991. The Big Five Personality Dimensions and Job Performance: A Meta-Analysis. Personnel Psychology, 44(1), pp. 1-26.

Rothstein, H.R. & Goffin, R.D., 2006. The Validity of Selection Methods in Personnel Psychology: A Meta-Analysis. Psychological Bulletin, 132(2), pp. 144-167.

Society for Human Resource Management (SHRM), 2021. Behavioral Interviewing. Available at: https://www.shrm.org [Accessed 14 March 2025].

Gallup, 2020. The Gallup Guide to Employee Selection. Available at: https://www.gallup.com [Accessed 14 March 2025].

Cappelli, P., 2019. Talent on Demand: Managing Talent in an Age of Uncertainty. Harvard Business Review. Available at: https://hbr.org [Accessed 14 March 2025].

HireVue, 2021. The Impact of Behavioral Assessments in Recruitment. Available at: https://www.hirevue.com [Accessed 14 March 2025].

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