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Red The Consultancy
Red the Consultancy

05 Sep 2017

Hiring Managers & HR Should Agree on Candidate Behavioural Patterns

05 Sep 2017 • by Red The Consultancy

Sourcing, interviewing and hiring the right candidate for a job is very challenging, especially when you have several people involved in making a hiring decision.

Mistakes can be made when hiring decisions are based only on competency, and behavioural skills have been ignored and not aligned with the hiring team. Ideally, individual subjectivity should not form a basis for the employment decisions, but instead, an assessment of skills and behavioural competency can help to accurately provide objective insights into how a candidate will behave in their jobs.

Behavioural questions such as “Tell me about a time you were successful in driving positive change” or “Give me an example of a time where you disagreed with your manager, how did you approach the situation and what was the result” are often asked during interviews. The answers to these questions can also be interpreted subjectively and once again can lead to employment mistakes.

It would save a lot of time and money to have the interview panel agree on the behavioural skills before prospective employees are interviewed.

So how do you avoid these mistakes that can become a very costly and at the same time have a negative impact on business results?

Why is it important to complete an Applicant Behavioural Assessment before you meet a prospective new recruit?

Within an organisation, the human resources specialists are often responsible for recruiting, screening, screening and selecting talent for line managers to interview.

The recruitment process will typically start off with a Job Description (JD) giving a clear description of the scope, duties, tasks, responsibilities and working conditions, details of the skills, competencies and qualifications required by a candidate as well as the remuneration package. The JD ensures the company, Line Manager, HR and the applicant are all aligned as to what skill set is required for the role.

However, Line Managers, HR and recruiters at times fail to identify talent who have the right behavioural characteristics required to be successful in the job.


What are the Benefits of Behavioural Assessments?

The behavioural assessment gives an insight into how an individual will go about their work and achieve their objectives and at the same time will be to predict performance required to be successful in the job.

It is important that those behavioural assessments are properly designed to ensure you are able to realise their benefits. Once a JD has been agreed it’s best that the Management team, incumbent (if it is a replacement role), HR and recruiter all participate in agreeing on the behavioural pattern to be viewed as a guideline for identifying behavioural qualifications for an applicant for a particular job. Behavioural patterns are unique and contribute to the success of a new recruit in the role they’re hired for and ultimately the success of the organisation.

Once the behavioural pattern is agreed, then everyone is aligned and an applicant's behavioural patterns should be viewed together with skills and competencies. Insights about the personality characteristics of individuals will guide the interview panel to understand potential job fit better and effectively equips you to prioritise candidates based on the best match. In this way, decisions on who to employ using behavioural assessments as one of your recruitment tools will save time, lead to better hires, greater levels of performance as well as the employee job satisfaction and retention.

When you use assessments, together with good interview skills everyone wins.


If you’ve found this article interesting, you may want to review this blog giving insights into the Top 10 Pre-Hire Personality and Behavioural Assessments.


Red the Consultancy