What Are Examples of Behavioral Assessment Test Questions?

Unless you’ve been living under a rock these past few years, you know hiring has become more challenging. First came the COVID-19 pandemic. Then millions of people quit their jobs during the Great Resignation. Now we have a global talent shortage. This means hiring qualified employees likely to stay with your organization has become more important than ever.

You and your teams may be using skills tests to identify qualified candidates, which is great because skills tests show you which candidates can do a job. Unfortunately, they do not indicate which candidates have the personality and behavioral traits that make them a good fit for your company culture. This means a candidate with top skills test scores could be completely wrong for the job.

Hiring mistakes are much more common than you might expect. Over 74% of HR leaders say they have hired an employee who was not a good fit. Around 37% said their company experienced a drop in productivity; 32% said it caused time-to-market delays for new products and services, and 31% said product quality and service delivery suffered. This is why many organizations include behavioral assessment tests in hiring.

What Is a Behavioral Assessment Test?

Behavioral assessment tests are tools HR professionals use to evaluate candidates’ personality traits and behavior patterns. They are popular with business leaders because they offer insight into prospective employees' values, attitudes, and motivations and help determine whether candidates fit their company culture.

Behavioral assessment tests help HR teams understand how candidates think and approach problems and get a feel for their communication style to predict how they will perform on the job. This helps ensure candidates have the right skills and experience and assimilate well into the corporate culture.

As a case in point, clients who use the industry-leading eSkill Talent Assessment Platform^TM can measure attributes such as:

• Work Ethic:Whether the prospective employee will do what is expected of them
• Conscientiousness: How thorough, organized, and careful an applicant will be
• Extroversion:How energetic, outgoing, and confident an applicant is
• Integrity:Whether an applicant will adhere to and follow rules and policies
• Grit:Whether the candidate will work diligently to meet goals and objectives

Examples of Behavioral Assessment Tests

Many types of behavioral assessment tests are available, which means you and your hiring team must decide which would best meet your needs. These are some common behavior assessment examples:

• Personality Tests:HR professionals use personality tests to analyze candidates’ behavior traits, preferences, and tendencies and determine whether they are a good fit for a job and the corporate culture. Some examples of common behavioral assessment tests are Meyers-Briggs, DISC, Enneagram, and Big 5 tests.

· Job Simulations: Job simulations replicate the work environment by asking candidates to complete tasks they will perform on the job. For instance, you could require applicants for computer programmer jobs to write or debug code or request customer service representative candidates to role-play a phone, email, or chat conversation with a customer.

· Situational Judgment Tests (SJT): SJTs present candidates with job-related scenarios and ask them to choose the best and most appropriate solution from a given set of options. Many business leaders think SJTs are one of the best ways to evaluate candidates’ critical thinking, problem-solving, and decision-making skills and confirm that they can handle typical work situations.

· Behavioral Interviews: Behavioral interviews are structured so candidates can use their past behaviors and experiences to demonstrate their ability to do the job for which they are interviewing. Many hiring teams consider them excellent indicators of future performance; contenders must provide specific examples of problems they have encountered and explain how they solved them.

How Behavioral Assessment Tests Simplify Hiring

Adding behavioral assessments to your hiring process is easy with the eSkill Talent Assessment Platform^TM. All assessment data is visible on an easy-to-use dashboard. When applicants complete and submit tests, you immediately receive the results and can sort them by test score.

You can also run reports to take a closer look at candidates’ assessment results, see which questions they missed, and identify strong and weak areas so you can decide what type of training new hires will need during onboarding and ramp-up.

Get Started with Behavioral Assessments

An employee whose skills test results indicate they are perfect for a job could be a disaster for your company if they are not a good fit for your company culture. Behavioral assessments help you identify candidates who are likely to be successful at your company because you can customize them to match each job.

Behavioral assessments help you avoid expensive hiring mistakes that can disrupt team synergy, compromise customer confidence and goodwill, and cause undue stress for team members. You will improve hiring outcomes, and it is also likely that you will reduce hiring expenses and decrease time-to-hire. Many eSkill clients have reduced hiring costs by around 70% and decreased time-to-hire by about 60%.

Do you want to learn how behavioral assessment tests can help you improve hiring organization-wide and avoid costly hiring mistakes? Contact us to request a demo.