Use behavioral assessments to fill “the right seats on the bus”

Use behavioral assessments to fill the right seats on the bus

As your company recovers from the pandemic, now is the time to ensure that you have the right people in the right positions – “the right seats on the bus,” so to speak. This mindset applies to new hires as well as employees who may be coming back to work after an extended layoff or many months of remote work.

In each case, a behavioral assessment will help you ensure that your new and existing employees are properly matched with your positions. These tools are detailed questionnaires that ask about the employee’s or candidate’s traits like assertiveness, flexibility, organization and competitiveness. 

The pattern of their responses enables human resources professionals to evaluate their work styles and if they’re a good match for the requirements of the job. It’s also an excellent risk mitigation tool because it can alert you to a worker’s propensity for drug use or stealing, for example.

Existing employees

“Many of your furloughed or remote workers have experienced unprecedented levels of stress and isolation during the pandemic. That can lead to new coping habits, such as drug and alcohol abuse. You need to be aware of these developments, so you can take appropriate action,” cautions Tyler Weston, president and COO of Noble Diagnostics.

Behavioral assessments can also help you to reassess the roles and responsibilities of your existing employees. “Under normal circumstances, you may not have the freedom to move someone into a role where they may be better suited. But now is a unique opportunity to do that,” he adds.  

New hires

A well-designed behavioral assessment can help to level the playing field between interviewers and potential hires by revealing when they may be embellishing or lying, says Mason Duchatschek, author of the best-selling book, People Matter Most: The Dirty Little Secrets of Employee Relations & Labor Management

“They can alert employers whenever an individual may be trying to ‘fake good’ or say what they think the employer wants to hear in order to get hired,” he explains.

When it comes to hiring the right people with the right skills and attitude for key positions on your team, Duchatschek emphasizes that you must utilize all the tools at your disposal:

“When it comes to hiring, your decisions are only as sound as the information on which they are based. Failure to utilize every opportunity that is legally available to you to gather relevant, job-related information about your applicants is like agreeing to play Russian roulette without checking all the chambers in the weapon first,” he cautions.

An effective pre-employment screening process includes a criminal history, background check and drug and alcohol testing. But Duchatschek also recommends utilizing a basic skills assessment to get a more complete picture of your potential hires.

“I see tremendous value in basic skills assessments that measure things like basic math skills, vocabulary skills and spelling skills, as well as problem-solving. In almost any job it is important to possess the basic learned skills required by a job,” he points out.

Need help with behavioral assessments? Call us!

Whether you’re bringing furloughed employees back to work, transitioning them from remote to office work or expanding your staff to accommodate new growth, Noble Diagnostics can help. We can assist you to design a behavioral assessment that will enable you to build a powerhouse team and mitigate the risks of bad hires. 

Contact Noble Diagnostics today to discuss your needs.

Download People Matter Most: The Dirty Little Secrets of Employee Relations & Labor Management here
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