Behavioral benchmarks are created to assess a candidate’s behavioral suitability to a particular job or to the organization. Organizations normally focus on technical benchmarks such as education and experience. However, behavioral assessments are equally important to ensure a match between an employee and a role.
The research of Schmidt and Hunter, published in the American Psychologist Journal, has emphasized the importance of cognitive ability tests in predicting the performance of an employee. Therefore, psychological strengths and weaknesses should be determined before hiring. This can be done by creating behavior benchmarks with the help of organizational assessments.
Behavioral Assessments for Benchmarking
Creating benchmarks through behavioral assessments typically involves using the available information related to the requirement of the given job and the expectations of the organization from the candidates. There are processes and tools available that can help in creating behavior benchmarks.
One of the most powerful behavioral assessment tools is the DISC profile. This groups behavioral characteristics into four primary dimensions of personality styles which can be used to create behavioral benchmarks.
Once these personality attributes are known, they can be used for creating a benchmark and accordingly measure new employees against them. Your Ultimate Success (YUS) has helped several organizations create behavioral benchmarks.
