APTITUDE – WANTS TO

BEHAVIOURAL ASSESSMENTS

Need a top-performing sales professional? Or a detail-oriented engineering graduate? No matter your industry, behavioural and competency psychometric testing helps identify top candidates with the right outlook, skill levels, and alignment for the role.

Behavioural psychometric assessments provide insight into how well your candidates will handle role-related activities, while competency assessments evaluate their abilities to perform effectively. These tools also support assessing role‑specific competencies and ensuring alignment with team or organisational values, giving you confidence in both capability and cultural fit.

In addition, the insights generated can be used to create tailored interview questions that strengthen the interview process. The data gathered also provides ongoing value, supporting onboarding and future development planning to help employees succeed long after hiring.

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Our Key Behavioural Assessments

Apollo

Saville Wave

Talent Fit

What do Behavioural Assessments Assess?

BEHAVIOURAL ASSESSMENT – WANTS TO

Personality

Personality Assessments, or Behavioural assessments, measure how well candidates match a certain role type. This is based on work style preferences that allow you to identify if a candidate will want to do the tasks involved in the role.

An example of this would be matching someone with high organisational skills in a project management position or considering hiring someone who has a low preference for public speaking if the role requires the candidate to give lots of presentations.

Every competency has associated favourable behavioural traits. When these traits are identified and measured, they can indicate a prospect’s current capabilities and future career development.

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behavioural-personality behavioural assessments

Benefits & Use Cases

Identify potnetial
Hire for Culture Add
Avoid candidates with a low preference for key tasks
Find candidates who enjoy the task at hand
Reduce turnover

Assist in employee alignment
Improve engagement and retention
Hire like-minded people
Allow new hires to perform their best

BEHAVIOURAL ASSESSMENT – WANTS TO

Sales and Customer Service

Our Sales and Customer Service Behavioral Assessments identify candidates with strong preferences towards the tasks associated within these roles.

These can include Communication Skills or Managing Conflict, which directly relate to working with the public or up selling a product.

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behavioural-sales-behavioural assessments

Benefits & Use Cases

Assess communications skills
Assess if the candidate will enjoy this type of work

Contact Centres
Retail staff
Phone or Face to Face Sales roles

BEHAVIOURAL ASSESSMENT -WANTS TO

Integrity

These behavioral assessments measure productive work behaviours with an emphasis on employee reliability and integrity.

Scales measured include courtesy, emotional maturity, conscientiousness, trustworthiness, long-term job commitment and safe job performance.

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Benefits & Use Cases

Assessing the likelihood of workplace accidents
Unplanned and uncontrolled turnover

Reduce inventory shrinkage
Productivity issues

FAQs

What are behavioural assessments?

Behavioural assessments evaluate a candidate’s typical actions, work preferences, and interpersonal style. They help predict how someone is likely to behave in specific workplace situations—such as under pressure, in a team, or when problem-solving.

How do behavioural assessments improve hiring accuracy?

They provide objective insights into how a person is likely to act on the job, helping employers:

Predict performance beyond skills
Identify team fit and leadership potential
Reduce the risk of hiring based solely on gut feeling

What do behavioural assessments typically measure?

They often assess traits such as:

Team orientation
Initiative and accountability
Resilience and stress tolerance
Communication and collaboration styles
Risk aversion or decisiveness

How do behavioural assessments reduce employee turnover?

By identifying candidates who align with your team culture, work environment, and expectations, they reduce misalignment—which is a key cause of early attrition.
Studies show poor culture fit is a leading cause of 46% of failed hires within the first 18 months (Leadershp IQ).

Are behavioural assessments based on psychology?

Yes. These assessment are based on science-backed psychology. Reputable tools are scientifically validated and offer consistent, reliable results.

Can behavioural assessments support diversity and inclusion?

When used correctly, these assessments:

Reduce subjective decision-making
Focus on behaviour patterns rather than background or demographics
Promote fairer hiring by aligning traits to role requirements rather than personality “types”
Support diversity and remove bias in the recruitment process

When should behavioural assessments be used in the recruitment process?

They’re most effective:

After an initial skills or cognitive screen, to assess deeper fit
Before final interviews, to guide behavioural questions
In leadership or team-building roles where interpersonal traits are critical

Can behavioural assessments be customised for different roles or industries?

Yes. Behavioural benchmarks can be tailored to role requirements (e.g. customer service vs. technical roles) and industry norms (e.g. safety-critical industries vs. creative sectors).