Hiring the wrong person can cost more than just money. It can affect your team’s morale and may even harm your company’s reputation. You need someone who will do the job well while respecting your company’s values.
Traditional hiring methods can help you find the right person for your job by assessing technical skills and experience, but finding a reliable, long-term employee is much more complex. Someone may have the right knowledge and expertise but might not fit your team dynamics – maybe they prefer to work alone or don’t take criticism well.
Behaviour profiling allows you to find candidates who not only possess the skills and experience to do the job but also the personality traits that make them good team players.
We’ve compiled this short guide for you to understand the traits and behaviors of your ideal candidates.
Our HR consultancy services aim to help businesses in finding and retaining top talent while ensuring compliance and efficiency. Contact us today to find out more.
What are behaviour profiles?
Behaviour profiles are used to categorise the subconscious behaviours that influence our preferences and shape our personalities. They are often used during the recruitment process to determine the key factors that make a candidate right for the role, identifying their personality traits, interpersonal skills, problem-solving abilities, and how they’ll fit into your team.
There are many behaviour profiling tools available to employers and recruiters, each with its own pros and cons. One of the most popular in the UK is the DiSC, which categorises people into one of 4 personality types. There are also others that focus on specific areas, such as emotional intelligence or critical thinking.
When doing a behavioural assessment, it is important to remember that these tests are not always 100% accurate, and each one is different from the other.
They can, however, give you insight into workplace behaviour and how candidates:
- Interact with colleagues, clients, and stakeholders
- Handle difficult situations and overcome workplace challenges
- Manage their emotions and empathise with others
- Process information and make decisions
How do behaviour profiles fit into the recruitment process?
When done right, behaviour profiling can be a game changer in helping you find the right candidate for the job. Rather than just selecting candidates based on their technical skills, you’ll also be weighing up their work ethic and behaviours. But where should you start?
The first step is to identify the key behavioural traits needed for the role. For example, a customer service role may require good listening and social skills, while a managerial role might focus on leadership, communication, and conflict resolution.
Once you have identified the behaviours that match the job requirements, you can start looking for the right candidates. This means using behavioural assessment tools and asking the right questions.
Why do behaviour profiles matter when you’re recruiting?
Behaviour profiles help you (the recruiting manager or HR professional) make more informed decisions by helping you identify candidates whose working styles complement the existing team. This leads to better job satisfaction for both new and existing employees.
By choosing candidates based on their soft skills and emotional intelligence as well as their professional experience, you can find and retain staff much more easily, saving you time and money on recruitment costs and training.
Best practices for using behaviour profiles during the hiring process
Behavioural profiling is not an exact science. Many factors can influence a candidate’s responses to a behaviour test on the day, such as environmental factors (home life, relationships, etc.) or genetic factors (mental illnesses, neurodivergent conditions, etc.).
By following best practices when using behaviour profiles, you’ll get the most out of them and ensure candidates get a fair assessment.
Here are some of the best practices you should follow:
- Ensure equal opportunities by considering any ‘reasonable adjustments’ candidates may need during the hiring process. Behaviour profiling should be used as part of a fair and unbiased selection process.
- Focus on the cultural fit of each candidate. While some candidates may tick all the boxes on the job description, they may not have the work ethic you’re looking for. Consider how they will fit in with the team dynamics and whether they share the same values.
- Explain the hiring process and give candidates a clear understanding of how and why you’re using behaviour assessments. Clear communication will ensure transparency and build trust with potential new hires.
Are there legal considerations with behaviour profiling?
When hiring new staff, you must make sure every stage of the process is carried out fairly and in line with UK employment laws and regulations. This is a significant aspect of recruitment and one that should not be taken lightly, which is why many organisations choose to work with outsourced HR professionals or recruiters.
The UK has strict rules around storing and processing personal data, known as the General Data Protection Regulation (GDPR). Since behaviour profiling falls under the GDPR, you must follow the rules to remain compliant. This means being transparent with candidates about data collection, gaining consent to process sensitive data (such as disability or genetic information), collecting only job-related data, and allowing candidates to exercise their GDPR rights.
Also, as part of the Equality Act 2010, you must ensure your recruitment process is fair for all applicants and do not (whether deliberately or inadvertently) discriminate against candidates for ‘protected characteristics’, including age, gender, race, religion, disability, pregnancy, marriage or civil partnership, sex, or sexual orientation.
Need help with HR and recruitment processes? Contact Ascott Blake
Looking to make your next hire? Leave your recruitment worries behind with Ascott Blake’s HR consultancy team. Our HR consultancy services are designed to help businesses like yours find and retain the right talent while being compliant and efficient.
“We at Coke Gearing have been extremely impressed with Ascott Blake since moving to them for all our accountancy and relevant recruitment needs. Adam, Leila and the whole team are very efficient, personable, speedy and professional. Highly recommend!”
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