Skill or Behavior Tests?

Which of the two holds more important in assessments for recruiters? Skills tests or Behavior tests?

Replies to This Discussion

Permalink Reply by Ben Baldwin - ClearFit on January 4, 2010 at 12:55pm

Hi Hassan,

Both types of test are important, but since behavior cannot really be changed, it's most critical to assess behavior before a manager has an opportunity to form a subjective opinion about the candidate.

Behavioral assessments can also help you close a candidate on an opportunity that fits their personality, since that is likely what they are looking for. However, it's important that you find the right type of behavioral assessment, since there are many and not all are created equal from a results and legal perspective.

Skill can also be measured before hiring a candidate and there are lots of ways to do this in-house, or improved upon/trained over time.

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Permalink Reply by Michael Webb on January 4, 2010 at 4:04pm

Hello Hassan
Ben is right, both are important.
Skills assessments determine if a person CAN do the job, behavioural assessment determines if a person WILL do the job.
I am a Behavioural Expert and train organisations on Behavioural Interviewing and Assessment. As each job requires different behaviours, just as it requires different skills, the assessment must be tailored to the requirements (behaviours) of the job. Managers need to have a clear understanding of the job requirements and key behaviours if they are to gain benefits from behavioural assessment.

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Permalink Reply by Ben Baldwin - ClearFit on January 4, 2010 at 4:17pm

Well said, Michael. I completely agree.

Michael Webb said:

Hello Hassan
Ben is right, both are important.
Skills assessments determine if a person CAN do the job, behavioural assessment determines if a person WILL do the job.
I am a Behavioural Expert and train organisations on Behavioural Interviewing and Assessment. As each job requires different behaviours, just as it requires different skills, the assessment must be tailored to the requirements (behaviours) of the job. Managers need to have a clear understanding of the job requirements and key behaviours if they are to gain benefits from behavioural assessment.

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Permalink Reply by Hassan Rizwan on January 5, 2010 at 4:34am

Great comments guys. these comments are really valuable for me and my company.

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Permalink Reply by Greg Moran - Chequed.com on January 5, 2010 at 12:54pm

Hassan, excellent points made by all. The only thing I would add is that a multi-dimensional view is best. We characterize this as having a clear understanding of can they do the job (skills), will they do the job (personality or behavioral) and have they done it successfully in the past (reference assessment). (TO BEN BALDWIN BELOW ... funny ... we phrase this in exactly the same way on the first two points). The reference assessment component is important as well to understand how they have worked in similar jobs, corporate cultures, etc. There are several tools on the market today (candidly my company being one of them at Chequed.com) that can assess this fit through automated reference checking as well. Guess the main point is I am not sure that this is an either/or question ... skills assessment, personality assessment and reference assessment all have their place to quickly and easily give a recruiter a multi--dimensional view of the candidate upfront and easily in the screening process.