A behavioral assessment test is a tool designed to observe, understand, explain, and predict a person’s behavior. It helps us understand many different aspects of a person’s character, including their thinking style, willingness to learn, and leadership capabilities. Being able to predict how someone will behave on the job, work with others, overcome setbacks, or apply themselves in problem-solving situations is directly linked to achieving job-related goals and, in turn, achieving business goals.

The Thomas behavior assessment test creates a behavioral profile using Personal Profile Analysis (PPA). Based on the DISC theory, a behavioral assessment analyzes a person’s fears, motivators, values, and behavioral style using four main profile factors: Dominance, Influence, Steadiness, and Compliance. Our predictive behavior assessment takes these profile factors into account and tests candidates' attitudes in each area. Analyzed by proprietary technology, the results are presented in an easy-to-read graph format. Insights gained from the assessment can be used to place candidates in roles they are likely to thrive.

Employee behavioral assessments help organizations and recruiting managers understand a person's level of interpersonal skills and help predict how they might respond to new and different scenarios. While a person may be hired for having the right skills, knowledge, and technical expertise, they are most often fired, reassigned, or overlooked for promotion because they lack the appropriate soft skills. Using behavioral assessments for hiring helps to ensure that the best-fitting candidates are hired, and, that the right people are promoted. They enable self-awareness and better communication in the workplace.

Behavioral assessment tools take the guesswork out of recruitment by helping to predict a candidate’s ability to succeed in different areas. Behavioral assessments remove unconscious bias from the candidate selection.  Regardless of their age, gender, or ethnicity, candidates are chosen based on predictions and an analysis of how they will behave within the organization and in their roles.

Based on the widely recognized DISC theory (Dominance, Compliance, Influence, and Steadiness), using real-time results, the employer or recruitment manager can confidently analyze the candidate’s behavior and quickly determine if they are suitable for the role. If you would like to learn more about our behavioral assessment tools, please speak to one of our team members.

Behavioral assessments look to understand how a person acts or reacts to surroundings, roles, and other people; it is an expression of himself or herself. A personality assessment is about understanding who a person is based on an amalgamation of qualities and characteristics.

A behavioral assessment looks at how a person might respond within a role or in a set of circumstances. For example, a person generally described as "calm, warm, and friendly" might become "tense and explosive" in a stressful situation. However, the same personality traits in a different person might reveal that they thrive under stressful situations.

A personality assessment is designed to understand the total character of a person. Personality is the combination of values, views, set responses, patterns of thought, and characteristics, which are relatively stable aspects of an individual. Behavior, on the other hand, is how that individual comes across to others in their actions.

In summary, behavior is what we do; personality is why we tend to behave in a certain way.

The Thomas Behavioral Assessment is available electronically or in physical format and consists of 24 questions. Each question asks the candidate to choose two trait adjectives out of a possible four. It uses an ipsative referencing method, which means your answers are compared to yourself, rather than a comparison group. The test takes approximately eight minutes to complete. The results are analyzed by proprietary technology and presented in an easy-to-read graph format. Insights gained from the assessment can be used to determine an individual's strengths, areas for improvement, and compatibility with team roles.

In isolation, a behavioral assessment will not capture the full spectrum of a candidate’s potential. It only offers insight into soft skills and does not measure other areas like aptitude. Although the test is standardized, the candidate’s stress level and test anxiety could affect their performance and, thus, the accuracy of the results. Interpretation of the results can be subjective, often influenced by the biases of those analyzing the results. We recommend using this test as part of a holistic assessment strategy. 

Frequency depends on your organization's objectives. For ongoing development and coaching purposes, assessments might be conducted annually or biannually. For specific initiatives like restructuring or team formation, assessments may be needed on a project basis. Regular assessments track the development of individuals and teams over time, identifying shifts in dynamics or areas needing attention. Aligning assessments with strategic planning periods or performance review cycles to maximize their impact on decision-making and development planning.

Our psychometric assessments are grounded in science. The Thomas Behavioral Assessment has been registered with the British Psychological Society and audited against technical criteria established by the European Federation of Psychologists’ Associations. Backed by extensive psychological research, our assessments can be tailored to your organization to address specific challenges and objectives. We offer ongoing support and expert guidance in administering the assessments and interpreting results.

The Thomas Behavior Assessment creates a behavioral profile using Personal Profile Analysis (PPA). It is designed to help recruiters and recruiting managers thoroughly understand a candidate’s behavior in the context of job suitability. The PPA takes as little as 8 minutes to complete. It determines how individuals see themselves responding to workplace situations. The PPA gives insight into a candidate’s perception of a situation being favorable or challenging and reveals whether their response patterns are active or passive.