by Brent W. Hubby, on Jan 5, 2026 10:00:01 AM
Quick Answer: What Makes a Behavioral Assessment Worth Paying For?
For business consultants, a behavioral assessment is worth paying for when it is:
- Built for business decisions
- Scientifically validated on working adult population, not students
- Legally defensible for hiring
- Predictive of job performance
- Easy to use and explain
- Scalable for consultants
- Supported by training and resources
Behavioral assessments are everywhere, but not all of them earn a lasting place in a business consulting practice. Consultants quickly learn that the tools clients value most are the ones that deliver clarity, support real decisions, and continue creating value long after the first engagement.
So how do you tell which behavioral assessments are truly worth paying for and offering to clients? The answer comes down to a few critical criteria. The following checklist reflects what experienced consultants look for when choosing tools that strengthen client work, support measurable outcomes, and scale into long-term consulting offers.
1. Is the Behavioral Assessment Built for Business, Not Just Self-Awareness?
A behavioral assessment should be designed to support organizational decisions rather than personal insight alone. Consultants need tools that clearly apply to hiring, leadership development, team performance, and long-term people strategy.
When insights connect directly to real business needs, leaders can act on them with confidence. Business-built assessments help consultants move conversations beyond awareness and into measurable, repeatable results that matter to the organization.
2. Is the Behavioral Assessment Research-Backed and Scientifically Valid?
A behavioral assessment should be supported by decades of research, large validation samples, and independent third-party studies. Original research based on working adults rather than student samples helps ensure results reflect actual on-the-job behavior. Strong research ensures results are accurate, consistent, and dependable across different roles and environments.
Scientific validation strengthens credibility in client consultations. Consultants gain confidence when recommending decisions, and leadership teams are more willing to trust insights that are proven and defensible.
3. Is the Behavioral Assessment Legally Defensible for Hiring Use?
Any behavioral assessment used in hiring should meet federal and EEOC guidelines and demonstrate no disparate impact or bias. Legal approval allows organizations to use behavioral data confidently in hiring, promotion, and succession decisions.
Consultants protect both themselves and their clients when assessments are legally defensible. Clear compliance reduces risk and supports responsible decision-making across the organization.
4. Does the Behavioral Assessment Predict Job Performance?
A behavioral assessment delivers greater value when it connects directly to job performance rather than personality description alone. Predictive insight helps organizations understand how someone is likely to perform in a specific role or work environment.
Clear links between behavior and performance make it easier for consultants to demonstrate return on investment. Leadership teams respond more positively to tools that influence productivity, retention, and long-term success.
5. Does the Behavioral Assessment Measure More Than Personality?
High-value behavioral assessments measure the factors that influence how people work, lead, and collaborate. Meaningful dimensions include behavioral drives, energy levels and style, motivators, stress indicators, leadership style, and job fit.
Broader insight allows consultants to address a wider range of client needs with one assessment. Versatility increases usefulness across hiring, coaching, leadership development, and succession planning.
6. Is the Behavioral Assessment Easy for Clients to Complete?
Client participation affects the overall value of an assessment. Short, straightforward experiences reduce resistance and encourage broader use across teams and departments.
Simple completion leads to smoother rollouts and faster access to insights. Consultants benefit from quicker onboarding and earlier wins that build momentum with clients.
7. Are the Results Easy to Explain and Easy to Use?
Behavioral assessment results should be clear, visual, and easy for leaders to understand. Reports that avoid complexity help clients focus on decisions rather than interpretation.
Consultants gain efficiency when insights are simple to explain and apply. Clear reporting builds trust, speeds conversations, and supports confident action.
8. Can the Behavioral Assessment Be Used Across the Employee Lifecycle?
A behavioral assessment becomes more valuable when it supports multiple stages of the employee lifecycle. Strong tools apply to hiring and onboarding while extending into leadership development, team alignment, succession planning, and change management.
Ongoing relevance encourages long-term use. Organizations benefit from consistent insight as teams grow, roles shift, and priorities evolve.
9. Is the Behavioral Assessment Scalable for Consultants?
Scalability matters for consulting growth. High-value assessments require minimal overhead, no additional staff, and no complex technology to manage.
Broad applicability across industries and client types also supports scalability. Consultants can expand services without rebuilding their business model or adding unnecessary complexity.
10. Does the Behavioral Assessment Support Recurring Revenue?
Behavioral assessments that deliver ongoing value tend to generate renewals and repeat usage. High renewal rates signal lasting usefulness and strong client satisfaction.
Recurring usage aligns well with subscription or retainer-based consulting models. Predictable revenue allows consultants to focus on deeper client relationships rather than constant new sales.
11. Is the Behavioral Assessment Backed by Training and Support?
Strong training and support increase the effectiveness of any behavioral assessment. Certification programs, learning resources, and ready-to-use materials help consultants succeed faster.
Marketing support and sellable workshops also add value. Better preparation shortens ramp-up time and increases confidence in client engagements.
Build Your Consulting Offer on Behavioral Assessments That Deliver
Behavioral assessments earn their value through consistent impact, credible insights, and long-term usefulness. The strongest instruments support real business decisions, scale with client needs, and strengthen every engagement.
Consultants who apply this checklist can make more informed choices about the tools they offer. PDP serves as one example of a behavioral assessment that aligns with these criteria and fits naturally into a consulting practice built on clarity, confidence, and results.
Those interested in exploring how PDP fits into consulting services can learn more about the opportunities available.
FAQ: Choosing a Behavioral Assessment for Consulting Work
Why does scientific validation matter in behavioral assessments?
Scientific validation ensures results are consistent, accurate, and defensible, which builds trust with leadership teams and supports confident decision-making.
Can behavioral assessments be used in hiring?
Behavioral assessments can be used in hiring when they are legally approved, compliant with EEOC guidelines, and shown to have no disparate impact or bias.
What should a business-focused behavioral assessment measure?
A business-focused behavioral assessment should measure behavioral drives, energy levels, motivators, stress indicators, leadership style, and job fit.
