Increasingly, employers are turning to behavioral assessments to better understand their job candidates and employees. These assessments, also referred to as personality assessments, come in many shapes and sizes, but the goal is ultimately the same – to evaluate what drives potential employees in order to hire the right people for the right roles and maintain healthy working relationships by managing employees in the ways that best fit their unique personalities.

Odds are you’ve taken an exam like this, even if you don’t really realize it. Behavioral assessments can include a variety of questions and prompts about your skills, interests and personal drivers, and may be presented with multiple choice  (A, B, C or D) and Likert scale questions (“on a scale of 1 to 5…”). They’re designed to act as “a systematic evaluation of candidate personality profiles used to gauge the viability of a candidate based on things like culture fit, work style and potential.” Based on your responses, you”ll usually be assessed with a personality type or profile at the end of the evaluation. For example, perhaps your responses point toward a tendency to be more of an introverted contributor to a team, or maybe the assessment highlights an ability to work well under pressure.

If you’re nervous about taking a behavioral assessment during your next job interview, don’t be! After all, there are no wrong answers – it’s all about being honest and self-reflective. For more insight on what to expect from behavioral assessments, we interviewed Medix Solutions Engineer Meghan Patrick for the latest episode of the Medix Impact Podcast. Check it out below and get prepared for your next job interview!