Behavioral Assessments objectively measure applicants’ likelihood for cultural fit, service excellence, and long-term retention. Assessment results benchmark applicants against peers in similar healthcare positions to inform structured, behavioral-based interviews and professional development opportunities. HealthcareSource Behavioral Assessments are scientifically validated and designed specifically for healthcare. These assessments are exclusively endorsed by the American Hospital Association.
Prioritize Applicants for Consideration
Use the Behavioral Assessments’ Job Fit Indices to benchmark applicants against top-performing peers in terms of job performance, retention, and service excellence. Scoring formulas are validated for five job families, including nursing and administrative/clerical. For an open requisition, view and sort all applicants’ scores in the Dashboard to prioritize those who are most likely to succeed.
Evaluate an Applicant’s Fit Against Job and Organizational Requirements
Measure an applicant against nine competencies identified as being critical to successful job performance in today’s competitive healthcare industry. The trigger-point may be adjusted to meet specific organizational goals and initiatives, like creating a culture of service excellence. Scores in the low range indicate the applicant may have a potential problem in relation to the job requirements, culture, or behavioral competencies associated with the position.
Anticipate an Applicant’s Willingness to Meet Job Requirements
Evaluate how well an applicant’s interests and availability with your open requisition’s basic work demands and environment. Factors such as being on-call, dealing with bodily fluids, and working near people with contagious diseases are examined in the Job Preview Matrix. You can use an applicant’s responses to these behavioral assessment questions to probe on any requirements in which he or she expresses reluctance or refusal.
Empower Hiring Managers to Interview Effectively
A structured behavioral-based interview guide provides follow-up behavioral questions to probe an applicant’s low scores to ensure he or she aligns with the job requirements and will fit the organization’s culture. Questions are designed to reveal examples of past performance to assess the applicant’s proficiency in job-related situations. Hiring managers can use the guide to perform a more thorough and consistent interview and avoid inappropriate interview questions.