There is always a strong sense of allure and mystery associated with the recruitment process, and this mystery extends to the assessments used within the recruitment process. Aspiring young candidates applying for a job are always intrigued and want to go through the experience of these assessments. Within this range of assessments, we have the Behavioural assessments or Personality tests.
What are Behavioural assessments?
Behavioural assessments measure your feelings, thoughts and behaviour towards any particular situation. The word assessment can be quite misleading since there are no right or wrong answers in this kind of assessment. Considering all the facts, personality assessment tests have not been created for the candidate to crack and score well; rather, the candidate takes an honest attempt in answering the statements pertaining to oneself.
Not being honest will render the assessment experience to be fruitless.
Boon and Bane of Behavioural assessments
Self-awareness is a vital tool for self-development and growth. Understanding oneself can boost one’s mental health as well. Organisations are extremely dependent on human resources, it is vital that selecting the Right Fit candidate promotes self-awareness, thereby creating a cognizant workforce that can drive the organisation forward.
Two stakeholders will benefit from behavioural assessment tests
1. The test-taker gets an honest insight and awareness of their personality traits. Taking the behavioural assessment will provide the candidates with a sense of direction and also help them align their career interests with their behavioural tendencies and personality.
For example, someone who scores high on creative thinking would do better in jobs that involve a lot of innovation and avant-garde ideas.
2. The organisation where they get to assess something called person-environment fit, i.e whether the candidate who has applied for the job role would be a Right Fit for the organisation.
For example, a candidate who is driven, high on openness, and needs to be challenged would not fare well in a conventional or traditional organisation for long, no matter what kind of skill-set the candidate possesses.
Behavioural or personality assessments help employers understand candidates better, their workplace behaviour, and how well they can manage and regulate their emotions. It also facilitates an impartial recruitment process. A behavioural assessment provides standardized, valuable insights and is entirely data-driven. The candidates can trust that the results obtained are reflective of them.
Having said this, a behavioural assessment should not be considered absolute; it provides a foundation. The reason is that the behavioural assessment is a self-report inventory taken under a particular circumstance. It has to be validated further through customized exercises such as BEI – where the interviewer will be able to understand the behavioural nuances and complexities and confirm to the extent that the candidate has these behavioural or personality characteristics.
The aftermath of taking the assessment: Interpreting the reports
Coming to the most important part, how does one interpret or understand the report? It is essential to understand that every individual is unique and different, and therefore we display different behaviour patterns. Thus, there is no ideal behavioural or personality trait, as it varies from one person to another.
The candidate can understand the traits they possess and how this understanding will help them in their personal and professional lives. The report is interpretive and self-explanatory; all you would need is a relatively open mind to understand and acknowledge the behavioural traits that you possess. Furthermore, there are no specific guidelines that a person must adhere to, as the requirement may differ according to each individual.
Conclusion
The allure and mystery associated with the behavioural assessments have been constructed. It is up to people to look beyond the lines and be open to understanding what these assessments could actually mean and how they can help the candidate taking the assessment.
“BE CURIOUS LIKE ALICE AND EXPLORE YOUR INNER WORLD THROUGH BEHAVIOURAL AND PERSONALITY ASSESSMENTS.”