If you’ve worked in business, at some point you’ve probably taken a behavior or “personality test”. The Caliper Profile, Myers-Briggs Type Indicator, SHL Occupational Personality Questionnaire, The Hogan Personality Inventory and The DiSC® Behavior Inventory are among the most corporately popular.
The use of the term personality really means “behavior” or preference of behavior. Testing to identify a person’s preference of behavior can be invaluable to employment placement or structuring a training plan.
A 2015 study from the University of South Carolina found that the top reason executives fail in both internal and external hires is what they termed as “behavioral compatibility.” Obviously the use of behavioral testing is beneficial for large companies. The same hiring challenges exists in small businesses also but only recently have the investments in testing scaled down to meet SMB budget sensibilities.
The right behavioral assessment is a non-judgmental tool used for discussion of people’s behavioral preferences and differences. For example, If you participate in a DiSC® or Myers-Briggs program, you’ll be asked to complete a series of questions that produce a detailed report about your personality and behavior. You’ll also receive tips related to working with people of other styles.
In addition to a baseline test there are also job-specific assessments, meant to build on top of the baseline assessment, by providing understanding into a person’s knowledge and behavioral alignment to a specific job, such as sales or customer service. And companies seeking the most robust leadership and cultural development also integrate Topgrading with these powerful assessments.