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3 key behavioral cues of successful candidates


3 key behavioral cues of successful candidates

3 key behavioral cues of successful candidates

Skills assessments are relatively straightforward in the hiring process – either an applicant shines when challenged with some of the real-world tests of the jobĀ or not. However, considering the fact that the workplace and workforce are changing so quickly, and companies are struggling to attract and retain the right employees, hiring practices and screening policies must transcend simple skills evaluations.

By incorporating behavioral tests into the hiring process, human resources will be protecting themselves from a range of potential risks that accompany the wrong applicants.

Let’s take a look at three key behavioral cues all hiring managers should be testing for in the application process.

1. Confident and humble balance
Business News Daily argued that applicants who are extremely confident could be a danger to the workplace culture, specifically pointing to arrogance as a very negative trait, and there is some validity to that argument. However, being overly humble will not necessarily be the best either, as confidence is a key to success in virtually any working environment or professional position.

As such, look for applicants who have a strong balance between confidence and modesty, as these will tend to be high performers and better learners.

2. Not-so-simple work ethic
The Undercover Recruiter explained that integrity is a critical character trait in all employees, describing it as demonstrating a certain level of honesty, openness and accountability. This can tie directly into work ethic, as managers and other superiors are going to need hard truths coming from their employees to enable the best possible performances on a daily basis.

At the same time, work ethic needs to have a foundation of integrity, but plenty of will propelling it at all times. Self-starters are great, but look for applicants who have a more comprehensive, complex and positive work ethic.

Do you test applicant behavior profiles?Do you test applicant behavior profiles?

3. Team-oriented autonomy
Regardless of the type of business or position an applicant might be reaching for, all hires need to be able to work just as well in a team as they do autonomously. Inc. magazine noted that collaboration is among the most important drivers of success in business today because it can help to encourage innovation, engagement and growth.

At the same time, few positions will only be reliant upon teamwork with no individuality. Having strong individuals who are also exceptional communicators and team-oriented professionals will ensure that all pistons are firing regardless of the specific projects taking place.

How to approach behavioral assessments
There are plenty of behavioral cues that will be very clear and apparent in the interview stage of the hiring process, but many others that might not present themselves all that much in these somewhat stressful situations. Recruiters and other human resources professionals involved in the hiring process should always consider leveraging a testing service that can narrow in on behavioral characteristics and aptitudes.

Carefully constructed behavioral tests that are managed by a trusted, experienced service provider can dramatically improve the hiring process.