Behavioral assessments are transforming how enterprises approach talent acquisition, workforce development, and succession planning. MeritTrac empowers organizations to make smarter, data-driven decisions effectively using advanced assessment tools with ease. We ensure assessments are not only predictive but practical with AI-powered platforms and bespoke solutions for highly scalable test delivery.
Let’s discuss how behavioral measures – particularly instruments such as the Predictive Index Behavioral Assessment and DISC model personality assessments, play an important part in measuring employee potential and matching talent for company objectives.
1. What is a Behavioral Assessment?
A behavioral assessment test gauges a person’s personality, behavioral patterns, and work preferences. They reveal insights about how individuals tend to act within job roles or on-the-job situations.
In contrast to skill tests that assess what an individual is capable of, behavioral tests identify how one is most likely to do it. They’re applied throughout employee life stages – from recruitment to onboarding, to leadership development, to team reorganizations.
Some common behavioral assessments include:
- Predictive Index Behavioral Assessment
- DISC model personality tests
- Big Five (OCEAN) assessments
- Culture Add assessments
2. How Behavioral Assessments Work
These assessments are designed by psychologists and psychometricians using behavioral science models. They ask candidates to rate or choose statements that reflect preferences, motivations, and work style. For example:
- “I thrive in unpredictable environments.”
- “I prefer clear rules and expectations.”
- “I enjoy collaborating with others.”
Algorithms then analyze the answers to categorize individuals into behavioral profiles. For example, a predictive index behavioural test may classify someone as a high Dominance, low Patience individual – making them ideal for fast-paced roles like sales or product management.
Behavioral assessments can be delivered during different stages of hiring or development:
- Screening stage: To eliminate misaligned candidates early.
- Pre-interview stage: To craft targeted interview questions.
- Onboarding: To align roles and team dynamics.
- Learning & development: To tailor upskilling and career plans.
3. Benefits of Using Behavioral Assessment Tests
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Predicts Real-World Job Fit
Behavioral test results often align more closely with actual job performance than résumé achievements or interview impressions.
By considering candidates based on scientifically proven qualities, you can minimize reliance on intuition or implicit bias.
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Improves Team Performance
Understanding team members’ behavioral strengths and weaknesses assists in creating balanced teams that consist of complementary styles.
When the workers receive jobs that complement their preferred tendencies, they’re likely to feel content and remain for long.
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Supports Succession Planning
Behavioral insights help leaders identify employees with the potential to succeed in higher-responsibility roles.
4. Common Types of Behavioral Assessments
a. Predictive Index Behavioral Assessment
This test measures four primary behavioral drives: Dominance, Extraversion, Patience, and Formality. It generates a behavioral profile that can be matched to job requirements.
b. DISC Model Personality Test
Based on four styles – Dominance, Influence, Steadiness, and Conscientiousness – DISC personality styles reveal how individuals manage work, people, and problems. DISC personality styles, particularly in areas of customer service, sales, and management, hold great value.
c. Big Five (OCEAN) Personality Test
This widely respected model evaluates Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. It provides a comprehensive look at a candidate’s personality spectrum.
d. Culture Add Assessment
Rather than looking for cultural “fit,” this test evaluates whether a candidate’s values, behaviors, and working style will add new dimensions to your company culture.
5. How Behavioral Assessments Predict Job Performance
Here’s how behavioral assessments offer predictive value:
A candidate who scores high on Conscientiousness and Steadiness (from the DISC or Big Five frameworks) may be well-suited for detail-oriented, repetitive work such as data entry or compliance. In contrast, someone with high Dominance and Extraversion may excel in leadership or high-impact client-facing roles.
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Real-World Behavioral Forecasting
Tools like the behavioral assessment predictive index are built on validated behavioral science and large-scale studies. They correlate specific traits with high performance in different industries and job functions.
Culture Add assessments go beyond basic alignment and help organizations choose candidates who can strengthen workplace diversity and dynamics without clashing with core values.
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Upskilling and Leadership Development
By understanding an employee’s behavioral profile, companies can design training programs tailored to their natural tendencies. For example, helping a detail-oriented employee build communication skills or guiding a highly influential individual toward team leadership.
6. Behavioral Assessments for Learning & Development
Behavioral assessments aren’t just for hiring: they’re a critical component of long-term workforce development. Here’s how:
- Identify leadership potential: Behavioral data can indicate traits like decisiveness, resilience, and emotional intelligence.
- Tailor L&D programs: Employees with different DISC personality styles or predictive index behavioural profiles require customized learning paths.
- Team building: Use assessments to assemble complementary teams or resolve interpersonal friction.
- Performance reviews: Add a behavioral dimension to otherwise quantitative performance evaluations.
7. Limitations and Best Practices
While behavioral assessments offer powerful insights, they aren’t silver bullets. Here are some considerations:
Behavioral test results should supplement and not replace skills assessments, interviews, and human judgment.
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Ensure Psychometric Validity
Choose tools that are scientifically validated, like the predictive index behavioral assessment, to avoid misleading data.
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Customize to Role and Context
A behavioral profile that suits one role may not suit another. Always match assessment results to the job requirements.
Train managers to interpret behavioral data correctly and use it ethically.
8. FAQs
Q1. How is behavioral assessment testing different from personality testing?
A personality test examines more basic character aspects like introversion or curiosity, while behavioral testing is about what an individual is most likely to do in various workplace scenarios.
Q2. Can behavioral assessments be used for existing employees?
Yes. They’re valuable for career planning, leadership development, conflict resolution, and team optimization.
Q3. Are DISC personality types suitable for every job?
DISC is widely used but works best when aligned with the specific behavioral demands of the role.
Q4. How secure are these assessments?
MeritTrac’s AI-powered platforms ensure secure, seamless, and scalable assessment delivery, protecting candidate data and organizational integrity.
Q5. What makes behavioral assessments predictive?
Behavioral assessment tests like the behavioral assessment predictive index are backed by decades of research linking certain traits to job performance, leadership potential, and cultural alignment.
What’s Next
Behavioral assessments provide a science-backed lens into human potential. Whether it’s hiring, developing, or retaining top talent, these tools empower organizations to make confident, data-driven decisions. When combined with skill-based testing, interviews, and cultural evaluation, behavioral assessments help businesses not just hire better, but thrive better.
Partner with MeritTrac to implement behavioral testing strategies tailored to your workforce needs. Our technology-first, content-strong solutions deliver reliable results that scale with your ambitions.
