The Behaviour Assessment measures four factors – Dominance (D), Influence (I), Steadiness (S), and Compliance (C) – that you can see at the top of each graph.
These behavioural profiles or graphs provide more insight into how a person behaves at work.
Self image
This graph displays a candidate’s preferred, natural working style.
Work mask
This graph displays how the candidate modifies their behaviour in order to be successful in their current work.
Behaviour under pressure
This graph indicates how a person likely behaves under pressure.
It is important to note that there are no good or bad profiles. An individual’s behaviour profile is merely an indicator of their work style and preferences. Different profiles can be compatible and ideal for different work-related contexts.
Understanding behaviour profiles is a powerful tool for making smarter people decisions across the employee lifecycle.
- In recruitment, using these profiles can assist in aligning candidates with roles that fit their natural characteristics, leading to improved job satisfaction and performance.
- During onboarding, knowing a new hire's preferred style enables managers to customise communication, training, and support, facilitating a smoother transition.
- Within teams, these insights promote better collaboration by revealing where complementary styles can enhance group dynamics.
Behaviour profiles provide a consistent lens through which HR can support individual and organisational growth.
To learn more about the Behaviour assessment, click here.