Behavioral Assessments

Job targets enable confidence in job fit – the sense of feeling productive and satisfied in your work because your day-to-day tasks energize you.

Perhaps your behavioral target indicates this person needs to be good at initiating contact, documenting communication. They should also act with integrity and support others. Here are five questions you might ask to hone in on this target candidate.

Wondering how to hire a top-performing accountant? Start with questions that get right at the behaviors and competencies the role requires.

Let’s say your behavioral target indicates this person should be calm, understanding, personable – but also capable of troubleshooting complex situations. Here are five questions you might ask to hone in on the target candidate:

To nail your CSM hire, you’ll need to look beyond just skills and resume. You want to focus on ideal workplace behaviors, and you’ll need to ask the right questions to ensure the person you choose will exhibit those behaviors.

You can often teach people skills; you’ll have less luck changing someone’s behavioral makeup. As you seek out that beast of a BDR, you’ll need to ask the right questions to find the right person.

Behavioral data can help you identify the right fit for a role. And when you know what behaviors lead to success in a role, you can ask the right questions – and hire with confidence.

Not finding the kind of candidates you’re looking for? You might need a candidate profile to boost your hiring. A candidate profile is a description of the skills, personality traits, and qualifications required for an open job position. Candidate profiles also include the tasks, objectives, and desired outcomes associated with the job. Here’s what we’ll…