Retaining employees is one of the most effective ways to reduce hiring costs and improve organizational stability. Although behavioral assessments are often used to evaluate personality traits and cultural fits for potential employees, they can also play a vital role in employee retention.
By identifying candidates whose behavioral traits align with the long-term needs of the company, hiring managers can make more informed decisions that go beyond job fit. This approach not only fosters a more engaged workforce but also helps save time, money, and resources by reducing turnover rates and promoting long-term commitment to the organization.
So, what makes employees stay long-term, and how can behavioral assessments help? This article has the answers.
To understand how behavioral assessments can help identify employees who are likely to stay with a company long-term, it’s important to first understand what influences employee retention. Usually, employees are likely to stay with a company because their most important needs are met and align with the company’s values.
Here are some of the most significant reasons why employees choose to stay with companies long-term:
Employees are more likely to stay with a company when their day-to-day tasks align with their professional goals and interests. Additionally, support for personal well-being and flexibility in work schedules and working locations can contribute to higher satisfaction and loyalty.
People want to feel that their work is meaningful and contributes to larger company goals. They need to feel that their projects align with their professional values and create a positive impact within the organization.
Everyone wants to work under management that is supportive while encouraging a sense of independence in the work. Open communication, constructive feedback, and approachable management help employees feel valued and more inclined to stay with the company.
Employees want their hard work recognized and appreciated by their peers and leadership. Frequent acknowledgment of their contributions and accomplishments can help encourage a positive work environment where employees want to stay and grow.
People don’t want to end up stagnant in the work they’re doing. In addition to doing meaningful work and receiving recognition and payment that values their contributions, employees want to grow in their careers and skill sets.
Employers can encourage growth by offering training opportunities and clear pathways to advancement to keep employees motivated to grow within the organization rather than seek outside opportunities.
At Talevation, we have compiled a long list of assessments that help hiring managers become more confident in their hiring decisions. Our library of hundreds of scientifically validated tests can help predict real-world performance. When it comes to behavioral assessments, evaluating personality traits, work styles, and interpersonal dynamics can provide valuable insights that help predict whether a candidate will thrive as a long-term employee.
Here’s how behavioral assessments align with the features that encourage employees to stay long-term:
Behavioral assessments go beyond the technical skills needed to succeed in a job and provide a more holistic view of a candidate by evaluating how well candidates will fit into company culture and job role.
These assessments can also reveal potential challenges in work habits, communication, and adaptability, allowing hiring managers to address these concerns early.
By providing insights into how employees prefer to work—independent or collaborative—employers can create environments that are more natural to employees’ tendencies. This also allows managers to tailor their management styles and provide resources to help employees feel comfortable and supportive.
Behavioral assessments can determine whether a candidate’s personality and work style will work well with supervisors and peers, which can potentially reduce friction.
Conversely, a better understanding of candidates will help hiring managers build stronger, more collaborative teams.
In addition to identifying areas where employees thrive, behavioral assessments can help develop training opportunities for finding areas where employees may need support. When employees feel that their professional development is prioritized, they are more likely to remain with a company.
Although behavioral assessments play an important role in retaining employees, they’re just one piece of the puzzle. When combined with skills assessments, hiring managers can gain a more comprehensive view of each candidate to ensure they’re not only fit for the role but also have the potential to thrive long-term.
For more insights on how to improve your hiring processes, download The Ultimate Guide to Integrating Assessments into Your Recruitment Process and discover how to find and retain top talent for your organization.