Check the Behavioural calibre of Your Employees with a Test
When you talk about the different levels of working in your business, you end up with different types of skill sets. Talking specifically about the behaviour thing, it is not too common as you might think it to be. It is really complex and complicated area.
Have you ever heard about different kinds of behavioural competencies? These competencies are absolutely effective and required at different levels of the business. It might leave you in surprise that behavioural capabilities are much more significant than the functional job competencies. Firms that do influence behaviour capabilities form cultures of performance and triumph. Being the owner and head of the business or in the recruitment team, it shall be your responsibility to evaluate the behaviour of the applicants before you recruit them. A well-executed recruiting procedure that balances skills, behaviours and skills will end up in much more successful hires. Once you have the staff members who have effective behaviour and skills both, it would be a win-win condition for your business.
You know what; you may not be the foremost SME or small business to wonder what these types of competencies are and what kind of relevance they might possibly have in your working. But before you discourage them on any aspect; it would be good if you try them at once. Once your employees have these competencies, they can bring a lot of affectivity and business to your work.
To be really concise, behavioural capabilities can be taken as the strengths of the individuals in a business setting. Your staff members are going to have diverse types of behaviours or skills, behavioural strengths. If you pay attention to their behavioural capacities, you can use it in the right and effective manner so as to determine future growth. You might already be paying attention to the behavioural capabilities of your employees without even realising it. For example, at the time of doing a recruitment of someone you usually draw up a list of required qualities that you might like them to possess like wonderful customer-facing skills or analytical reasoning capacities. Particular types of competencies are going to be much important in some designations than in others. You can always find out which type of staff member would be apt for which position. Once you know who is good for what, you can make the best use of your staff members.
As an example, if you have to terrific employees working for you and you have to assign an additional task of communication to one of them, you would surely be able to make a right decision on the basis of their behavioural capabilities. You would be able to know whether they would be apt for the task or not. If the person is really calm and not at all impulsive, it would be best for you to have him or the role of communication. After all, if the candidate you assign for communicating with your new clients is impulsive and aggressive, it might reap you ineffective outcomes. But if the candidate is fluent at language, calm at temperament and really professional in his ways, it would be a win-win situation for your organization.
However, in case you are a tiny business then it would be little challenging to track these competencies because there is no steadfast method of evaluating them. These are not quite as intense as targets. These competencies play a significant role in workforce planning, recruiting, training and development. Of course, if you don’t have any idea about the way to assess the behaviour capabilities of your employees then using a behavioural aptitude test would be an apt choice. It might interest you further that there are different areas in these behavioural capabilities. These competencies fall into various types of categories such as individual competencies, interpersonal competencies, motivational competencies, analytical competencies and managerial competencies.
For example if you speak of Individual competencies, in this area , personal qualities are covered such as an employee’s decision-making calibre , their confidence level, analytical skills, their self-motivation and crucial thinking. Similarly if you speak of interpersonal competencies factors such as their capability to work in a team environment, their skills of communication, their ability to know different types of opinions, reduce conflict and endorse harmony are going to fall under this category. When you think about motivational competencies, these are all about the capability to endorse others, to head others with an example or to take the first step. Motivation is something that helps the person leads in a professional and effective manner. If a person is motivated, he or she is always going to make the best of everything. Most of the times, interpersonal capabilities are important to be there in the professionals who are having major roles like team leaders, team heads, managers and so on. If they are not equipped with motivation and interpersonal attributes, they might not be able to justify their tasks effectively and proficiently.
Then there are managerial capabilities too. These are the competencies that might encompass leadership skills, managing teams, strategic planning and people, and also analytical abilities. Finally you might come across analytical competencies too. These capabilities have to do with data analysis, ease with working with different numbers, problem-solving ability and technical knowledge. These are the attributes that get evaluated under analytic attributes. Once you have assessed these capabilities of your candidates through an aptitude test, you can easily end up with the best outcomes. Once you are sure that your staff members have these attributes in them, you can make the most of them. It is all about how you assess them and whether you take the behavioural capabilities in consideration or not. To be very concise, these competencies always help the employees to become the best version of them and once the individuals working in your business are effective and packed with capacities, it ends up in overall benefit of your business.
Thus, there is no harm in having a behavioural assessment in your business. You would always end up with the best results in the presence of these tests.