Before you begin assessing candidates, it's important to have a Job Target in place. This target helps you visualize the behavioral and cognitive needs of the role you're looking to fill.
The most common element of a Job Target is the Behavioral Target. Learn more about setting a Behavioral Target in this article.
What is a Behavioral Target?
Every candidate is wired differently, with unique behavioral drives that dictate how they approach and respond to situations at work. When hiring, the more insights you have into candidate behaviors, the easier it becomes to find the right talent for the right roles.
The Behavioral Target lets you set the exact behavioral parameters needed for a given job role. Our software will compare each candidate's PI Behavioral Assessment results to the Behavioral Target, so you can easily determine which candidates are a great match.
How to set a Behavioral Target
There are four ways to set a Behavioral Target:
Create your own. Manually create a Behavioral Target by selecting the behavioral characteristics your ideal candidate should have. (Recommended when you're most familiar with the needs of the role.)
Create a collaborative target. Manually create a Behavioral Target with input from multiple stakeholders. (Recommended when other stakeholders at your organization are more familiar with the needs of the role.)
Choose a PI benchmark. Select from a list of real-world benchmarks based on your job title, and the software will apply the most common Behavioral Target for that role.
Model after a top performer. Use an existing employee’s PI Behavioral Assessment results to set your Behavioral Target.