Conducting a behavioral test with your employees can bring countless benefits and possibilities for improvement. There is an aspect that behavioral management impacts, which is essential for the proper functioning of a company: the turnover rate. Behavioral testing
It is known that most dismissals occur more for behavioral reasons than lack of technical skills. Also, the reasons for spontaneous dismissals — people who decide to leave the company — are closely related to behavioral aspects.
Therefore, it is important to know what a behavioral test is, what the objectives of performing this assessment are, and understand how it can contribute to decreasing your company’s turnover rate. Continue reading this post and learn about the benefits this tool can bring to your organization.
what is behavioral testing
It is a questionnaire with the objective of classifying people according to their behavioral abilities , that is, their soft skills . We know that people are different in many points of view, but according to research, applied methodologies and scholarly observation, it is possible to identify some types of profiles and group them according to their characteristics.
With this assessment, you can direct the right people to the right roles , for example, a professional who has analytical skills, who is easy to concentrate, who prefers to devote a lot of time to a single task and does not feel influenced by the environment , must be led to positions that demand these qualities.
Likewise, a communicator profile, which is easy to talk to new people, maintains optimism in their activities, therefore, it is a more eccentric profile that also has its points of use in various positions.
The purpose of a behavioral test is precisely that: to map the different behavior profiles and adapt them to the places where they will perform better . Behavioral testing
what is turnover
The turnover is the turnover of employees in your company . It is characterized, precisely, by the inflow and outflow of people in its workforce. Still, this rotation does not only consider dismissals and hirings, but also retirements, transfers, leaves, leaves, fatalities, etc.
Furthermore, there is a turnover rate , that is, an ideal number that measures the health of your organization in relation to the turnover of people. As we know, a high level of turnover can lead to many unwanted setbacks.
Furthermore, identifying this number and investigating the reasons why this ratio is high or not lets you know what to invest in, whether to keep your employee turnover steady or to lower it if it is high.
One of the reasons why this value must be controlled is: with a high turnover of employees, the company loses in productivity, revenue and profit . Naturally, employees who are being dismissed tend to produce less in their last weeks, yet new employees also produce less, as they usually require time to adapt and train.
Thus, the company that has a high turnover rate spends more on hiring and selection processes, labor expenses for dismissal and hiring of employees, expenses with training and qualifications, among other costs related to the departure and entry of employees.
Therefore, it is important to measure and analyze these numbers so that your company does not lose out. If necessary, there are methods that can help reduce the turnover rate in your organization.
Behavioral test in favor of turnover
After all, what does behavioral testing have to do with all this? There are numerous reasons for people to leave the company where they work, some of them are: Behavioral testing
- dissatisfaction at work;
- low pay;
- little perspective for the future;
- feeling of devaluation;
- unpleasant environment;
- little perceived value in their work.
As stated earlier, a behavioral test can identify a professional’s profile. The purpose of characterizing this individual is precisely to place him in a role in which he feels comfortable, satisfied, fulfilled and valued .
Once you know your employee, know how to deal with him and what would make him happy in his work, thus, it is possible to create strategies to retain this employee and give reasons for him not to be attracted to other opportunities in the market .
In this sense, we can see possibilities of applying this tool to both types of employees. Follow up!
new collaborators
When opening a vacancy, it is recommended to identify which behavioral profile will be appropriate for filling it, as well as which soft skills are necessary for the professional to adapt to the position he will occupy.
Thus, even before being included in a team, these professionals will already feel more comfortable in the position to which they were assigned. In addition, training costs with this new employee decrease , since this new employee will already be naturally skilled to perform a certain function.
Current employees
Thinking about current employees, knowing what are the evident characteristics they have and what their behavior tendencies are, it is reasonable to create training that aims to develop the skills they need .
So, after implementing the behavioral test and showing your employee that the company cares about developing it in their work, even offering training for this, no doubt they will realize that there is a dedication of the organization to make it he evolves in his role. Behavioral testing
In this way, the employee is more satisfied with their occupation, sees value in what they do and perceives the possibility of growth in the company . Currently, high remuneration is not the only decisive device for the permanence of an employee. All the factors mentioned contribute to the decision of a professional to leave the place where he/she works.
Finally, caring about people’s well-being is critical, and when you get to know them, the retention process is much more effective.
After understanding what a behavioral test is and realizing that it is a key part of reducing your company’s turnover, it is necessary to put into practice the mission of getting to know your employees.
