Do you ever wish you could look through a crystal ball when hiring a new employee? It would save so much time and hundreds of thousands of dollars in turnover costs. I’m not suggesting that assessments are a crystal ball, and I’m certainly not telling you they’re the whole solution. But I am telling you that using them dramatically increases the likelihood of making a successful hire and increasing your retention levels. Not to mention making happier hiring managers and lowering cost-per-hire.
Here are three ways that using behavior assessments can lead to higher employee retention.
Behavioral assessments, or pre-employment tests, provide insight to how your employee will act on the job through a detailed look at their temperament. That’s their core personality. It drives behavior, work style, decision-making style and even their communication style. And it doesn’t change much throughout a person’s life. Behavior’s important because how someone behaved at work in the past is very likely how they’ll behave in the future.
- Behavioral assessments differentiate candidates: In many fields of work, candidates have nearly identical or comparable levels of experience and education. This makes it difficult to decide whom to invite in for an interview. Through an understanding of the personality of candidates you’ll understand whether your employee is likely to fit into a position based on the behavioral requirements. It will also help you understand if they’ll be a good fit for your corporate culture. From there, you can shortlist the candidate’s whose behavioral profiles differentiate them from others with similar qualifications.
- Behavioral assessments structure the interview process: An unstructured interview process is likely the start of a failed attempt at retention. The traditional method of interviewing accurately predicts success just 14 percent of the time. A more effective approach is behavioral interviewing, trying to get at past behaviors. A behavior assessment tool like McQuaig actually provides personalized behavioral interview questions based on both the behavioral requirements of the role and the natural behavior of the candidate.
Equipped with the insights you gain from these interview questions, you can make an informed choice about whether or not they will perform as needed in the role.
- Behavioral assessments help manager be better coached. It’s not what you say, it’s how you say it. And because each person is unique, each person has a different way to effectively approach them and coach them. Behavior assessments equip managers with the insights that will help them connect with their employees and really understand what makes them tick. They’ll be better able to adapt their own style to be more effective with each employee. That will lead to better outcomes and happier employees, which leads to higher retention and happier managers.
If you’re already using behavioral assessments for pre-employment testing and employee development, take a look at how you’re using them and make sure you’re getting full value from them. Many companies get only a fraction of the value they could be getting from their assessments. If you’re not yet using them, give them a try and see what kind of a difference they can make for the results you’re trying to achieve.