Decoding the DNA of Success: Building a Behavioral Profile for Reliable Predictive Analytics

In the dynamic landscape of talent acquisition and workforce optimization, organizations are increasingly turning to predictive analytics to make informed decisions about their most valuable asset - their people. The traditional approach of relying solely on resumes and interviews is evolving into a more sophisticated strategy that involves building a comprehensive behavioral profile before even embarking on the candidate search. In this article, we will delve into the intricacies of crafting a behavioral profile that serves as the cornerstone for reliable predictive analytics. By understanding the science behind behavior and adopting a strategic approach, businesses can unlock unprecedented insights into their prospective employees, paving the way for better hiring decisions and enhanced organizational performance.‍


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The Blueprint for Success - Creating a Behavioral Profile

The Imperative of Preemptive Planning

In the quest for the right talent, the first step is to create a blueprint, a roadmap that outlines the specific attributes critical for success in a given role. This entails more than a cursory glance at job descriptions; it involves a meticulous process of defining and customizing behavioral attributes based on the unique context and cultural nuances of the organization. By doing so, companies lay the foundation for a shared understanding of expectations and provide a tangible translation of employee commitments, setting the stage for reliable predictive analytics.

Target Attributes as Bold Labels

Identifying the target attributes is akin to assigning bold labels to the various facets of success in a role. These attributes serve as guiding lights, directing the focus of the hiring process towards the specific skills and qualities that matter most. However, merely listing these attributes is not enough; translating them into behavioral habits is the key to avoiding casting errors and ensuring a precise alignment between the profile and the candidate.

Translating Attributes into Behavioral Habits

The Power of Precision: From Attribute to Behavioral Definition

"What does it look like to be...?" This question serves as the bridge between abstract attributes and tangible behaviors. To build a reliable behavioral profile, one must delve deeper into the day-to-day manifestations of each target attribute. This precision not only aids in candidate selection but also forms the basis for evaluating performance during the probationary period objectively. It transforms the hiring process from a subjective exercise to one grounded in measurable behaviors, providing a solid foundation for predictive analytics.

Beyond the Surface: What Does It Take to Be...?

To truly understand the behavioral requirements of a role, it is imperative to explore the question, "And what does it take to be...?". This sequence goes beyond superficial observations, delving into the core competencies that underpin success. By dissecting the essential components of each attribute, organizations can identify the key behavioral indicators necessary for excellence in a particular job. This level of granularity is crucial for constructing a behavioral profile that withstands the test of predictive analytics.

Navigating the Interview Landscape

Crafting Clean Questions for Reliable Insights

Interviews are the linchpin of the behavioral profiling process. However, the questions posed during interviews must be carefully crafted to extract valuable information without introducing biases or allowing candidates to weave narratives. "Clean" questioning involves asking about past behavioral habits in a manner that avoids personal branding and storytelling. This ensures that the focus remains on extracting specific descriptions of past behaviors, enabling organizations to gather the raw data needed for accurate predictive analytics.

Making Soft Skills "Mathematical"

The key to ARCOM's success in assessment is that we have made the selection of soft skills (normally a real headache) "mathematical". By measuring and scoring candidates' responses to target attributes, organizations can quantify the possession of soft skills. This data-driven methodology transforms the selection of soft skills into a systematic and objective process, aligning seamlessly with the overarching goal of building a behavioral profile for reliable predictive analytics.

A real example: how it looks in practice

Let’s see how all this works in practice. Have a look at the images below. This is built for the evaluation of the attribute “Internal Locus of Control.”


In a world where data-driven decision-making is paramount, the creation of a robust behavioral profile is no longer a luxury but a strategic necessity. By following the blueprint outlined in this article, organizations can elevate their hiring processes, leveraging predictive analytics to make informed choices that resonate with long-term success. The journey from target attributes to behavioral habits is not just a transformation in methodology; it's a paradigm shift towards precision, objectivity, and a future where the DNA of success is decoded with unparalleled accuracy.

With these 3 sequences: attribute, behavioral definition, and related core competency, it's much easier to list the key behavioral indicators that are required for success on the job, and thus make more reliable selections.

As the nexus between behavioral science and predictive analytics continues to strengthen, businesses that embrace this evolution will emerge as the vanguards of a new era in talent acquisition and workforce optimization.

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