Recruiting candidates for important job roles is a critical task for organisations. And, it's vital...
The process of hiring for important job roles is a critical endeavour for any organisation. While education, skills, and knowledge are typically the focus during recruitment, it is equally vital to understand candidates' behaviours from the outset.
Behavioural assessments, such as those from the McQuaig Institute, provide valuable insights into an individual's behavioural traits, helping organisations make informed decisions.
Below are five reasons that demonstrate the importance of using behavioural assessments in the recruitment process and how they contribute to better hiring outcomes:
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Recognising the Impact of Behaviours
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Predicting Job Performance
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Cultivating Effective Team Dynamics
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Enhancing Employee Retention
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Mitigating Risks and Reducing Conflict
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1. Recognising the Impact of Behaviours
Traditional hiring processes tend to prioritise education, skills, and knowledge, assuming that these aspects alone guarantee success in a role. However, numerous studies have shown that people often leave jobs or are terminated due to behavioural reasons rather than a lack of technical competence. Behaviours play a crucial role in shaping how individuals perform, interact with colleagues, and adapt to different situations. By understanding a candidate's behavioural tendencies, organisations can identify potential challenges or synergies, leading to more successful and long-lasting employee-employer relationships.
2. Predicting Job Performance
Behavioural assessments provide predictive insights into a candidate's future job performance. By analysing a candidate's behavioural traits, such as communication style, problem-solving approach, leadership potential, and teamwork orientation, organisations can gauge their fit within the role and the broader company culture. This assessment helps identify candidates who are likely to excel in specific job functions and align with the organisation's values and expectations. By focusing on behaviours alongside skills and qualifications, employers increase the likelihood of selecting candidates who will thrive in the role and contribute positively to the team.
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3. Cultivating Effective Team Dynamics
A high-performing team comprises of individuals with complementary behavioural traits. Behavioural assessments enable organisations to understand the unique behavioural profile of each candidate and assess how they will interact within the existing team dynamics. By identifying candidates with diverse behavioural styles that complement the existing team, organisations can foster a collaborative and harmonious work environment. This promotes synergy, creativity, and productivity, as team members bring different strengths and perspectives to the table.
4. Enhancing Employee Retention
Employee turnover is a significant concern for organisations, resulting in productivity losses and increased recruitment costs. By incorporating behavioural assessments into the recruitment process, organisations can proactively identify potential challenges or mismatches between a candidate's behavioural tendencies and the role requirements or company culture. This early identification minimises the risk of hiring individuals who may not thrive in the organisational context, leading to improved employee retention rates. Selecting candidates whose behavioural traits align with the role and the company's values increases the likelihood of long-term satisfaction and engagement.
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5. Mitigating Risks and Reducing Conflict
Behavioural assessments serve as a valuable risk mitigation tool during the recruitment process. By identifying potential behavioural challenges upfront, organisations can reduce the likelihood of conflicts or performance issues that may arise in the future. Understanding a candidate's natural behavioural tendencies, stress response, and conflict resolution style can help employers anticipate potential obstacles and implement strategies to address them effectively. This proactive approach saves time, resources, and potential damage to team dynamics, ensuring a smoother onboarding and integration process.
Closing thoughts...
Incorporating behavioural assessments, such as those from the McQuaig Institute, into the recruitment process is a smart strategic move for organisations seeking to maximise their hiring outcomes. Recognising the impact of behaviours on job performance, predicting future success, cultivating effective team dynamics, enhancing employee retention, and mitigating risks are all key benefits of using behavioural assessments. By understanding a candidate's behavioural profile from the outset, organisations can make informed decisions, increase employee satisfaction and engagement, and reduce turnover. The inclusion of behavioural assessments in the hiring process represents a logical and effective approach to selecting candidates who possess not only the necessary skills.
