A very important distinction I make when using behavioral assessments within companies is the difference between external candidates (those being considered for positions) versus internal personnel (those already employed).
It’s really pretty simple:
When working around hiring decisions using behavior assessment feedback, interviewing, etc., it is smart to default to a “gatekeeper” mindset. In other words, one’s objective should be to make sure the candidate is up to speed behaviorally and technically for the responsibilities and requirements of the position. If there is any reason to think that passing on a particular candidate might be a good idea, it would be wise to thoroughly evaluate pros and cons before the hire.
Which brings me to internal personnel.
In working with those already employed within an organization via behavioral assessment feedback / coaching, the main objective switches to providing all the support and tools to help the person improve performance, communication, and leadership skills.
A good mindset to have when considering how to use assessment feedback is: