Our Behavioral Assessment Catalog: A Key to Unlocking Potential

Behaviors
Our Behavioral Assessments: Your Key to Unlocking Potential​

Behavioral assessments, often referred to as personality or psychological assessments, are tools used in psychology, human resources, and related fields to evaluate an individual’s behavioral traits, tendencies, and patterns. These assessments are designed to provide insight into how a person is likely to act or respond in different scenarios, both in personal and professional settings.

Behavioral assessments typically measure factors such as:

  • Attitudes and motivations: This may include an individual’s approach to work, their motivation to succeed, or their attitude towards teamwork.
  • Interpersonal skills: This can evaluate how a person interacts with others, their communication style, and their ability to work in a team.
  • Emotional intelligence: This measures an individual’s ability to understand and manage their own emotions, and to empathize with and respond to the emotions of others.
  • Adaptability: This evaluates how a person responds to change and their ability to adapt to new situations or challenges.
  • Decision-making style: This can reveal how a person makes decisions, whether they are more analytical or intuitive, and their approach to problem-solving.

Behavioral assessments can be used in various contexts, including hiring and recruitment, team building, leadership development, and career planning. In hiring, for example, these assessments can help determine if a candidate is a good fit for a role or a team, beyond just their skills and qualifications.

Here is what you need to know about behavioral assessments.

Table of Contents

Career Adapt-Abilities

The Career Adapt-Abilities Scale is designed to measure a person’s adaptability in their career.

Key factors include:

  • Concern: Measure of a person’s involvement in their future and preparation for their career.
  • Control: Assesses how much a person feels they have control over their professional future.
  • Curiosity: Reflects a person’s exploration of possible future scenarios in their career.
  • Confidence: Shows a person’s belief in their ability to cope with challenges and changes in their career.

Communication Locus of Control

The Communication Locus of Control Scale measures a person’s beliefs about control over their communication outcomes.

Key factors include:

  • Luck: Reflects the belief that communication outcomes are the result of luck.
  • Self Control: Shows the belief that communication outcomes are under personal control.
  • Social System Control: Demonstrates the belief that communication outcomes are under the control of powerful others or are systematically determined.

Conflict Management Styles

The Conflict Management Styles assessment identifies a person’s preferred style of conflict resolution.

Key styles include:

  • Collaborating: Involves finding a mutually beneficial solution.
  • Avoiding: Involves ignoring or avoiding the conflict.
  • Accommodating: Involves yielding to the other’s wishes.
  • Competing: Involves pursuing own interest at the expense of others.
  • Compromising: Involves finding a middle ground.

Coping Styles

The Coping Styles assessment identifies the ways a person responds to stress and adversity.

Key styles include:

  • Avoidant Coping: Involves efforts to ignore or escape from the stressor.
  • Emotion-focused Coping: Involves efforts to manage the emotional distress associated with the situation.
  • Task-focused Coping: Involves efforts to tackle the problem causing the stress directly.

5 Dimensional Curiosity Scale

The 5D Curiosity Scale measures different aspects of a person’s curiosity.

Key dimensions include:

  • Joyous Exploration: Enthusiasm for seeking out new information and experiences.
  • Deprivation Sensitivity: Distress about gaps in knowledge.
  • Stress Tolerance: Willingness to embrace the doubt and confusion that comes with novelty.
  • Thrill Seeking: Willingness to take physical, social, and financial risks for the sake of variety.
  • Social Curiosity Overt: Interest in observing and talking to people.
  • Social Curiosity Covert: Interest in secretly finding out about people.

Decision Styles

The Decision Styles Questionnaire assesses a person’s approach to making decisions.

Key styles include:

  • Anxious: Characterized by worry and distress during decision-making.
  • Avoidant: Tendency to procrastinate or avoid decision-making.
  • Brooding: Tendency to dwell on the problems instead of the solutions.
  • Dependent: Reliance on others for decision-making.
  • Intuitive: Relying on gut feelings for decision-making.
  • Spontaneous: Making decisions on the spur of the moment.
  • Vigilant: Careful and thorough in decision-making.
  • Respected: Feeling valued and confident in decision-making.
  • Confident: Trust in one’s own decision-making abilities.

Grit Scale

The Grit Scale measures an individual’s passion for long-term goals and their determination to achieve them.

Key factor includes:

Grit: Reflects a person’s persistence and commitment towards their long-term goals.

I-ADAPT-M

The I-ADAPT-M measures an individual’s adaptability in different work situations.

Key factors include:

  • Handling Emergency or Crisis Situations: Ability to react quickly and effectively in emergency situations.
  • Handling Work Stress: Ability to manage stress in the workplace.
  • Solving Problems Creatively: Ability to come up with innovative solutions to problems.
  • Dealing with Uncertain and Unpredictable Work Situations: Ability to handle uncertainty and unpredictability at work.
  • Learning Work Tasks, Technologies, and Procedures: Ability to learn new tasks, technologies, and procedures quickly.
  • Demonstrating Interpersonal Adaptability: Ability to adapt to different interpersonal situations.
  • Demonstrating Cultural Adaptability: Ability to adapt to different cultures and practices.
  • Demonstrating Physically Oriented Adaptability: Ability to adapt to different physical tasks and environments.

Influencing Styles

The Influencing Style Audit measures an individual’s preferred style for influencing others.

Key styles include:

  • Value-Driven Style: Influencing others through shared values and principles.
  • Goal Setting Style: Influencing others by setting clear goals and targets.
  • Need Fulfillment Style: Influencing others by addressing their needs and wants.
  • Visioning Style: Influencing others by creating a compelling vision of the future.
  • Rational Presentation Style: Influencing others through logical and data-driven arguments.
  • Pushing/Driving Style: Influencing others by pushing or driving them to achieve goals.
  • Institutionalizing Style: Influencing others by establishing routines and procedures.
  • Educating Style: Influencing others by providing information and teaching.
  • Supporting Style: Influencing others by offering emotional support and encouragement.

Leadership Styles

The Leadership Style Assessment measures an individual’s preferred style of leadership.

Key styles include:

  • Authoritarian: Leaders who make decisions without consulting their teams.
  • Democratic: Leaders who involve their teams in the decision-making process.
  • Laissez-Faire: Leaders who allow their teams to make decisions.

Learning Style Questionnaire

The Learning Style Questionnaire measures an individual’s preferred style of learning.

Key styles include:

  • Activist: Prefers hands-on learning through experience and activity.
  • Reflector: Prefers to learn by observing and thinking about what happened.
  • Theorist: Prefers to understand and analyse the theory behind the actions.
  • Pragmatist: Prefers to apply learning in practical situations.

Motivational Diagnostic Test

The Motivational Diagnostic Test assesses key elements that influence an individual’s motivation.

Key factors include:

  • Expectancy: Belief that effort will lead to successful performance.
  • Value: Value placed on the outcome of performance.
  • Impulsivity: Tendency to act on a whim, without thinking about consequences.

Perceived Stress

The Perceived Stress scale measures the degree to which an individual appraises situations in their life as stressful.

Key factor includes:

  • Perceived Stress: The level of stress an individual perceives they are under.

Personality (Big 5)

The Big 5 Personality Test measures five key dimensions of personality.

Key factors include:

  • Openness to Experience: Degree to which a person is open to experiencing new things.
  • Conscientiousness: Degree to which a person is organized and dependable.
  • Extraversion: Degree to which a person is outgoing and energetic.
  • Agreeableness: Degree to which a person is friendly and compassionate.
  • Emotional Stability: Degree to which a person is calm and emotionally stable.

Problem-Solving Styles

The Problem-Solving Styles assessment measures an individual’s preference for tackling problems either independently or in collaboration with others.

Key factors include:

  • Independent Problem-Solving: Preference for solving problems on one’s own without relying on others.
  • Interdependent Problem-solving: Preference for solving problems collaboratively, relying on input from others.

Procrastination

The Procrastination Scale measures the tendency to delay or avoid tasks that need to be accomplished.

Key factor includes:

  • Procrastination: The tendency to postpone tasks and decisions.

Psychological Wellbeing

The Psychological Wellbeing scale measures various aspects of an individual’s psychological health and happiness.

Key factors include:

  • Autonomy: Ability to resist social pressures and regulate behavior from within.
  • Environmental Mastery: Ability to manage effectively one’s life and surrounding world.
  • Personal Growth: A sense of continued growth and development as a person.
  • Positive Relations with Others: Warm, satisfying, trusting relationships with others.
  • Purpose in Life: Having goals in life and a sense of directedness.
  • Self-acceptance: Positive evaluations of oneself and one’s past life.

Brief Resilience Scale

The Brief Resilience Scale measures an individual’s ability to bounce back or recover from stress.

Key factor includes:

Resilience: Ability to recover quickly from difficulties; toughness.

Situational Test of Emotional Understanding and Management (STEUM)

The STEUM measures an individual’s ability to understand and manage emotions in different situations.

Key factors include:

  • Emotional Understanding: Ability to understand one’s own and others’ emotions.

Emotional Management: Ability to manage and regulate one’s own and others’ emotions.

Value Priorities (Values 10)

The Value Priorities assessment measures the importance an individual places on different values.

Key factors include:

  • Self Transcendence – Universalism: Value for understanding, appreciation, tolerance, and protection for the welfare of all people and nature.
  • Self Transcendence – Benevolence: Value for preserving and enhancing the welfare of people one is in frequent personal contact with.
  • Self Enhancement – Power: Value for social status, prestige, dominance over people and resources.
  • Self Enhancement – Achievement: Value for personal success through demonstrating competence according to social standards.
  • Openness to Change – Stimulation: Value for novelty, challenge, and excitement in life.
  • Openness to Change – Self-direction: Value for independence and freedom to choose one’s own goals and actions.
  • Openness to Change – Hedonism: Value for pleasure and enjoyment in life.
  • Conservation – Tradition: Respect, commitment, and acceptance of the customs and ideas provided by culture or religion.
  • Conservation – Conformity: Restraint of actions and inclinations that might upset or harm others or violate social norms.
  • Conservation – Security: Safety, harmony, and stability of society, relationships, and self.

Multidimensional Work Ethic Profile Short Form (MEWP-SF)

The MEWP-SF measures an individual’s work ethic across multiple dimensions.

Key factors include:

  • Centrality of Work: Belief in work for work’s sake.
  • Self-Reliance: Belief in individual responsibility for life outcomes.
  • Hard Work: Belief in the virtues of hard work.
  • Leisure: Beliefs about non-work activities.
  • Morality/Ethics: Belief in moral and ethical work behavior.
  • Delay of Gratification: Belief in delaying gratification.
  • Wasted Time: Attitude toward wasting time.

Career Anchors

The Career Anchors assessment evaluates the primary motivations and values that shape an individual’s career choices.

Key factors include:

  • General Managerial Competence: Desire to manage and be responsible for the results of a business.
  • Technical and Functional Competence: Desire to specialize and excel in a specific technical or functional area.
  • Sense of Service, Dedication to a Cause: Desire to perform work that aligns with personal values or contributes to a greater cause.
  • Autonomy and Independence: Desire to work independently and have control over work conditions and outcomes.
  • Pure Challenge: Desire to tackle and overcome major challenges.
  • Lifestyle: Desire to balance work and personal life.
  • Security and Stability: Desire for job security and predictability.
  • Entrepreneurial Creativity: Desire to innovate, create, and build something new.

Influentiality Index

The Influentiality Index measures an individual’s ability to influence others effectively.

Key factors include:

  • Builds a Shared Vision: Ability to create and communicate a compelling vision that inspires others.
  • Listens Empathetically: Ability to understand and share the feelings of others.
  • Consults: Ability to seek advice or opinions from others.
  • Challenges Others: Ability to push others to improve and achieve more.
  • Displays Vulnerability: Ability to show authenticity and admit mistakes.
  • Deploys Authority: Ability to use position or status to influence others.
  • Initiates and Presents POV: Ability to effectively express personal views and opinions.
  • Uses Personal Evaluation: Ability to use personal judgement to influence decisions.
  • Joint Problem Solving: Ability to collaborate with others to solve problems.
  • Builds Relationships: Ability to establish and maintain strong relationships.
  • Defends with Rationale: Ability to defend decisions and actions with logical reasoning.
  • Exchange: Ability to give and take in return to influence behavior.

Get access to Zapilio

It’s important to note that while behavioral assessments can provide valuable insights, they should be used as part of a broader evaluation process, and not as the sole basis for decision-making. The results should be interpreted carefully, keeping in mind that behavior can change and develop over time.

Behavioral assessments are a powerful tool for understanding the complex factors that influence an individual’s behavior, and they can provide valuable insights for both individuals and organizations.

Embrace the future of HR excellence with our curated LinkedIn Newsletter (HR Compass). As industry thought leaders, we bring you unparalleled insights, transformative strategies, and the latest trends in HR.

Zapilio’s revolutionary skill assessment platform for recruiters guarantees a 100% reduction in bad hires. Switch to our all-in-one solution that seamlessly evaluates behavioral and techno-functional skills and witness the transformation in your hiring process.

Subscribe to our newsletters on LinkedIn

Our Recent Posts

Share