When looking for the right candidate to fill your open position there are often key characteristics that you should look for. Behavioral Assessments such as Myers-Briggs, Enneagram, and Strengths Finder, have risen to popularity in determining one’s strengths and weaknesses. You can also utilize these behavioral assessments within your hiring process to ensure the candidate will be a good fit within your organization and company culture. 

What Are Behavioral Assessment Tools? 

A behavioral assessment is a method used in the field of psychology to observe, describe, explain, predict and sometimes correct behavior. Behavioral assessments can be useful in a variety of industries such as education and business. This can be done through general observation or the use of questionnaires. When using a questionnaire, the observations are done by focusing on behaviors that have already occurred. Questionnaires often provide examples of particular scenarios that the observant would answer by utilizing past experiences. 

Utilizing Popular Behavioral Assessment Tools 


The Myers-Briggs Type Indicator (MBTI) is a self-reflection questionnaire indicating differing psychological preferences in how people perceive the world and make decisions. The test utilizes responses to determine dominant personality traits related to categories. The four categories are Introversion/Extraversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perception. After taking the questionnaire the participants are then presented with a scale related to dominance for each category and your 4-letter personality type. As people age their personalities tend to change so retaking this quiz every few years can provide different results over time. 

When using this test in the hiring process you can gain a better understanding of candidates’ way of thinking and the skills that they could bring to the workplace. Different personality types can be related to different job roles, some utilize planning and strategy, while others could value imagination and creativity. 


The Enneagram of Personality is a model of the human psyche which represents a typology of nine interconnected personality types. The nine personality types are represented by the points of a geometric figure called an enneagram, which indicate connections between the types.

The nine Enneagram types are the following:

  1. The Reformer: This personality type is often Rational and Idealistic, Principled, Purposeful, Self-Controlled, and a Perfectionist. They often value balance and serenity. 
  2. The Helper: Caring and Interpersonal; This personality type is often Demonstrative, Generous, and a People-Pleaser. They aim to be well-liked and will sacrifice their own happiness for others.  
  3. The Achiever: The Success-Oriented, Pragmatic Type: Adaptive, Excelling, Driven, and Image-Conscious. They like to distinguish themselves from others and be admired by others. 
  4. The Individualist: The Sensitive, Withdrawn Type: Expressive, Dramatic, Self-Absorbed, and Temperamental. 
  5. The Investigator: The Intense, Cerebral Type: Perceptive, Innovative, Secretive, and Isolated. 
  6. The Loyalist: The Committed, Security-Oriented Type: Engaging, Responsible, Anxious, and Suspicious. 
  7. The Enthusiast: The Busy, Fun-Loving Type: Spontaneous, Versatile, Distractible, and Scattered. 
  8. The Challenger: The Powerful, Dominating Type. They are often Self-Confident, Decisive, Willful, and Confrontational. They often dislike being controlled and aim to be dominant in their environment. 
  9. The Peacemaker: The Easygoing, Self-Effacing Type: Receptive, Reassuring, Agreeable, and Complacent. They tend to want to create harmony in their environment and avoid conflicts and tension. 

As seen above in some of the personality traits, some personalities could be more difficult to work with or could cause issues within the work culture. Knowing this information beforehand can help influence whether you think they would be a good fit and contribute in a positive way. 

Strengths Finder or CliftonStrengths

Strengths Finder is an online personal assessment test hosted by Gallup that outlines the user’s strengths. Instead of focusing on weaknesses, the CliftonStrengths assessment aims to advocate for focusing and building on potential strengths. Strengths Finder utilizes the theory that each individual possesses a certain number of universal character attributes, these are defined as “talent themes.” These themes describe the individual’s tendency to develop certain skills more easily. 

There are 34 CliftonStrengths themes split into 4 categories:

  1. Strategic Thinking: Analytical, Context, Futuristic, Ideation, Input, Intellection, Learner, Strategic;
  2. Relationship Building: Adaptability, Connectedness, Developer, Empathy, Harmony, Includer,  Individualization, Positivity, Relator;
  3. Influencing: Activator, Command, Communication, Competition, Maximizer, Self-Assurance, Significance, Woo;
  4. Executing: Achiever, Arranger, Belief, Consistency, Deliberative, Discipline, Focus, Responsibility, Restorative;

By identifying these individual strengths you can utilize this to fit employees in the best-suited position for them and help them develop the right skills to help them succeed in the workplace. By catering to individual strengths you can help to reduce turnover, improve employee morale, and company performance.


The DiSC assessments are also a great tool to use for analyzing behavior and providing results in an easy to understand format.  The assessment is easy to take and asks people to respond to a phrase instead of a single word. DiSC stands for 4 different behavior categories and helps classify the DiSC Profiles. 

The Four DiSC Categories Are:

  1. Dominance: Individual places emphasis on accomplishing results, the bottom line, and confidence. 
  2. Influence: Individual places emphasis on influencing or persuading others, openness, and relationships. 
  3. Steadiness: Individual places emphasis on cooperation, sincerity, and dependability.
  4. Conscientiousness: Individual places emphasis on quality and accuracy, expertise, and competency. 

By utilizing this personality test in your hiring process or the workplace you can understand easily how employees will respond to conflict, determine what motivates them, and how they will facilitate teamwork within the workplace. You can also utilize this information to discover ways you can help them improve and grow within the company. 

Why You Should Use Behavioral Assessments to Hire the Right Candidate

By implementing Behavioral Assessments in your hiring process you can accurately gauge their professional strengths and weaknesses. In job interviews, all candidates want to ensure they are promoting themselves in a positive light. By utilizing a behavioral assessment you can determine the things they value most personally and professionally. Behavioral Assessments provide data-driven results. An Employee may excel during the interview but their behavioral assessment could throw warning flags that might affect job performance. 

You can also use the assessment to judge whether they would be a good fit within your existing team or determine if they possess any skills your team may be currently lacking. Knowing their behavioral assessment results before the interview can allow you to prepare strategic interview questions that could allow them to showcase their strengths in action. 

Overall, behavioral assessments are a great tool to implement during your hiring process. You can easily assess how they will be an asset to your team or if they will take away from your company growth. It can be very difficult trying to find the perfect fit, become time-consuming, and cost company resources for training and onboarding. 

By utilizing PeopleSuite, we can provide you with a candidate portfolio of qualified professionals for each position. Connect with us today to discover how we can help grow your team and your business! 

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