By my experience and most research I have done after conducting interviews – it indicates that it is ‘attitudes and personal behavior patterns’ (rather than a lack of technical skills or IQ) that keeps employees, managers from being excellent and reaching their full potential. Very Cliche statement! I have said this often; just saying this again and again does not necessarily solve the recruitment problem.
This dilemma might be avoided by using a recruitment process including a behavioral assessment tool when selecting and developing employees in a company. One could take this genuine concern further and invest in behavioral training after recruitment. Well, it sounds okay to me as no time is wasted if it is put into training & development! But let us look at the criteria or tools that should be used in recruitment process. How good should be the behavioral assessment tool??
– Can the assessment done while recruiting be ‘customized’ to be job specific?
This is a good idea as you get to know what are the factors ( Sure, i mean behavioral ones) matter to attaining success in the job assigned. This assessment can be strengthened further by getting supporting research – like what affects performance (statistically) etc.
– Does the assessment tool measure enough behavioral traits?
This is critical – because there are several behavioral patterns in force at any given point of time and a thorough research is not complete unless all positions are considered. Systems that use all traits for all positions usually lack clarity and are too general. This is quite similar to earlier point – assessment should be ‘position specific’?
– How easy is the assessment to deceive?
Yes, it does! Assessment can deceive the examiners if the participants taking the assessment can cheat and the results arrived out of such assessment are unreliable.
– How easy is it to use the assessment tool?
Your assessment tool should be able to tell you the behavioral suitability of the person for a particular position. It should offer guidance for attracting candidates, retaining employees based on their specific needs and how can they be developed to meet the expectations of a specific job position?
‘Behavioral training’ is part of corporate training activities we undertake to meet our clients’ requirements. It has become increasingly necessary for the corporate sector to invest in such training practices to measure performance, elevate individual skill levels and arrest employee attrition.
(The Author is Director/Proprietor, Rambuna Consultants, specializing in recruitment services, corporate training and new business start ups assistance)