Behavioral assessments are tools organizations use to evaluate the traits and tendencies of current or potential employees. These evaluations measure how a person is likely to act in various work-related situations by gathering objective information about their character and thinking style. Unlike traditional tests of knowledge or skill, these instruments have become increasingly common in both hiring and professional development.
The Purpose of Behavioral Assessments
Organizations use behavioral assessments to predict future job performance and improve organizational health. The primary objective is to gather information that helps managers understand how well a candidate might fit into a specific role and the company culture. By evaluating inherent behavioral tendencies, employers can forecast how an individual will interact with colleagues, handle stress, and approach tasks. Ultimately, the purpose is to make more informed decisions, moving beyond an interview and resume to build more effective teams.
This predictive capability helps reduce employee turnover, as a strong alignment between a new hire’s work style and job demands increases engagement and retention. For existing employees, these assessments are development tools. They identify individual strengths to be leveraged and areas where an employee may benefit from training or coaching, supporting their career growth.
What Behavioral Assessments Measure
These tools evaluate a range of personal characteristics that influence work performance. The measurement focuses less on what a person knows and more on who they are and how they operate.
Personality Traits
Assessments often probe inherent personality traits to understand a person’s natural tendencies. This can include evaluating where someone falls on the spectrum of introversion to extroversion, which indicates their preference for social interaction. Other measured traits include conscientiousness, which relates to reliability and organization, and openness to experience, which reflects curiosity. The goal is to see how these deep-seated traits align with the requirements of a particular job.
Cognitive Abilities
Distinct from traditional intelligence tests, behavioral assessments often measure cognitive functions relevant to the workplace. The focus is not on IQ, but on understanding how a person thinks and processes information in practical scenarios. Key areas include problem-solving skills, critical thinking, and the ability to learn and adapt quickly. These cognitive indicators help predict a person’s capacity to handle complexity and new challenges.
Work Styles and Preferences
A significant part of these evaluations is dedicated to understanding an individual’s preferred work environment and methods. This involves gauging whether a person thrives in highly collaborative team settings or works more effectively in an independent capacity. The assessments also look at preferences for pace, distinguishing between individuals who are energized by a fast-moving environment and those who are more methodical. Understanding these preferences helps ensure an employee is placed in a role where their work style can be a strength.
Emotional Intelligence
A growing focus of behavioral measurement is emotional intelligence (EI), defined as the ability to perceive, understand, and manage one’s own emotions, as well as recognize and influence the emotions of others. High EI is linked to stronger leadership, teamwork, and communication skills. Assessments may present scenarios to see how an individual navigates emotionally charged situations, providing insight into their self-awareness, empathy, and social skills.
Common Types of Behavioral Assessments
Employers use several formats to measure workplace behaviors. The most common are self-report questionnaires where individuals answer questions about their preferences, feelings, and typical reactions. These often use multiple-choice questions or Likert scales, where you rate your agreement with a statement.
Another format is the situational judgment test (SJT). SJTs present candidates with realistic, work-related scenarios and ask them to choose the best course of action from a list of options. These tests measure practical problem-solving and decision-making in a professional context. For example, a scenario might describe a conflict with a coworker, with response options reflecting different approaches to resolving it.
To enhance engagement, some companies are turning to gamified assessments. These integrate game-like elements, such as points or narrative storylines, into the assessment process. The underlying tasks still measure specific cognitive abilities or behavioral traits, but the format is designed to be more interactive.
Several well-known assessment brands are widely used by organizations. The DiSC assessment categorizes individuals into four primary styles—Dominance, Influence, Steadiness, and Conscientiousness—to improve teamwork. The Myers-Briggs Type Indicator (MBTI) maps individuals to one of 16 personality types. Assessments from Hogan and The Predictive Index (PI) are also frequently used for hiring and leadership development.
How to Approach a Behavioral Assessment
When faced with a behavioral assessment, the most effective strategy is to be authentic. Trying to guess what an employer wants can lead to inconsistent answers and an inaccurate profile. The goal is not to find the “right” answers but to provide a genuine reflection of your work style so the employer can assess fit accurately.
Complete the assessment in a quiet environment where you can focus without interruptions. Read the instructions for each section carefully, as question types may vary. While it is important to be thoughtful, avoid overthinking any single question, as your first intuitive response is often the most accurate.
Remember that these are not pass/fail tests. An organization is looking for alignment between your profile and the specific demands of the role and its culture. A result that suggests you are not a good fit for one job might make you an ideal candidate for another. The assessment is just one piece of data among many that a company uses to make its decision.
The Reliability and Validity of Assessments
The scientific soundness of behavioral assessments depends on two concepts: reliability and validity. Reliability refers to the consistency of an assessment, meaning a reliable test produces similar results if taken on different occasions. Validity is about whether the test measures what it claims to measure and if those measurements accurately predict job performance.
Reputable assessment providers conduct extensive research to ensure their tools meet high scientific standards for both reliability and validity. They use large datasets to correlate assessment results with on-the-job outcomes, refining their instruments over time. This scientific backing distinguishes a professional assessment from a casual online personality quiz.
Still, these assessments face criticism. One concern is the potential for candidates to “fake” their responses by answering in a way they believe is socially desirable. Many modern assessments have built-in mechanisms to detect inconsistent or improbable patterns of answers. Another concern is ensuring the tests are free from cultural or demographic bias, an area that requires ongoing attention from test creators.