Behavioural Testing – Delve Deeper Into Your Candidates
So you found the perfect applicant. You ran an efficient recruitment process and narrowed it down to an applicant with the perfect experience. But then they didn’t turn out as you expected. Their expectation and yours didn’t align or two months down the line it’s clear they don’t fit the demands of the role beyond simple operational capacity.
No matter what it may be, every recruiter has dealt with this problem. A candidate who looks and performs excellently on paper and their interview, but then shows themselves to not be as good a fit as initially thought. How do we as recruiters address this?
Well there are there are many tools out there but here at Employment Office, we rely again and again on Behavioural Testing. Behavioural testing allows you to gain a deeper understanding into your candidates and what you can expect from them as people; beyond just experience and skill-sets.
- Will they work collaboratively with others?
- How are they as leaders?
- Do they have the capacity to drive a section of the business independently?
Behavioural Testing can give you insights into all of these questions and more. We here use the excellent McQuaigs, but there are many options out there, each providing a level and breadth of information to fit the needs of your recruitment.
So where do we best utilise these tools into our recruitment process and how do we best use the information
Before you Interview
We have identified that the best time to behaviourally test your candidates is directly before you bring them in for that face-to-face conversation. Most testing tools are quite streamlined and can be delivered over email, so they can usually be administered as you confirm the interview details. This allows you to walk into that interview with a behavioural report of the individual to utilise alongside their CV.
Their engagement with tools such as these also gives you a window into their engagement with your recruitment process and organisation as a whole. Additionally, there is a cost associated with testing tools so making sure you are making the expenditure on candidates who are at least face-to-face interview worthy, is a good balance of value for the information.
As you Interview
With that information at your fingertips you, can carry out a much deeper level of interviewing to gain that strong understanding of an applicant’s capabilities. Testing can show if someone is very sociable and empathises with others and knowing that information when hiring a Direct Customer service or Care Worker can be incredibly valuable. Conversely, knowing the level that someone is professionally driven and capable of working autonomously is crucial in deciding whether they fit a Field Sales position.
Any mismatches in a behavioural profile also let you know possible areas of consideration for that particular candidate. For example, someone who is exceedingly people focused may not thrive in a very task-focused role with little interaction with others. Behavioural Testing allows you to effectively flag that and address it within your interview by either discussing it directly or exploring their experience to see how they have performed in similar situations.
With so many tools available on the market and the ease with which they can be employed now is the time to integrate behavioural testing in your recruitment process. Once you have gained the capability to look into how people will most likely behave down the line, you will wonder how you ever recruited without it.
Gain more insights through our webinar; Behavioural Testing and How To Use it. Don’t stay in the dark about your candidates. Bolster your recruitment process and use behavioural testing to shine a light on their suitability for the role, how they’ll perform, what motivates them and how best to manage them with insights gained that are hard to measure during a routine interview.