After taking the time to vet candidates, interview your top choices, and make a new hire, the last thing you want is for your new employee to give notice just weeks or months into the job. Using behavioral assessments during the hiring process can give you valuable insight to engage your staff, minimize turnover, and improve your team’s overall culture and motivation.
Cultivate More Engaged Employees with Behavioral Assessments
Perhaps you are familiar with this scenario: A healthcare worker tells you how excited he was to find the perfect job opening and land the interview. He eagerly accepts the job offer, but then when he starts the job, it’s clear he doesn’t quite mesh with his colleagues, the boss is on a completely different page when it comes to work ethic, and he just can’t invest in the job because it suddenly feels so wrong.
Behavioral assessments can help you avoid a situation just like this, where the fit just isn’t right or the worker doesn’t have the personality traits needed for the job.
“A key goal of any hiring process is to identify talented, motivated, and engaged applicants who fit the job and organization,” says Dr. Frederick Morgeson, HealthcareSource Scientific Advisor, not to mention a way to find applicants who are the best fit individually and as part of the group. “When organizations properly use assessments — along with other techniques like structured interviews — they are able to determine which applicants are going to be able to best perform the work and help the organization meet its strategic goals. This takes committed employees who are deeply interested in the work and the organizational mission.”
The Role of Behavioral Assessments in Employee Development and Performance Management
Ideally, the employees you carefully select for your organization look forward to the job’s challenges and embrace opportunities to move up the ladder. You’ll have a better idea of who really has ambition and is loyal and hardworking when you rely on the intelligence gathered through behavioral-based assessments.
Clinical competencies are essential to performing well in a healthcare setting, but behavioral competencies are just as important. By measuring key behavioral competencies such as flexibility, adaptability, work ethic, multitasking, and teamwork, you can identify early who may eventually be an excellent leader. With information about a candidate’s level of compassion, respect for diversity, and openness to learning, you can see where employees need development and fine-tuning. The insight gained by conducting behavioral assessments makes it possible to customize career paths for your employees.
And, when evaluating employees for new roles, behavioral assessments, again, can help identify fit and the behavioral competencies specific to that job and team.
“The first step in any developmental process is to understand employee strengths and development opportunities,” says Morgeson. “This is best accomplished by combining formal assessments with other evaluation and discovery processes. The result of this process helps target employee development and needed developmental experiences.”
Weigh What Job Candidates Want vs. What You Need to Ensure Healthy Hires
Employees want to know that they are valued and integral to an organization, no matter how big or small their role. And, of course, healthcare employers want to know where and how their employees fit best and most comfortably and effectively into the organization’s goals.
The insight from behavioral assessments makes it clear which employees want more responsibility and a bigger role. You can also learn which employees are perfectly happy to keep things status quo, with no less passion about giving their all to the job they have been given.
Read more resources from the Healthcare Employee Engagement Toolkit:
- The Healthcare Employee Engagement Checkup [Quiz]
- Employee Engagement in Healthcare: It Takes 3
- It’s Time to Change the Way We Talk About Employee Engagement [Video]
- 6 Healthcare Employee Engagement Trends eBook