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Identifying a position’s behavioural requirements means assigning a particular behavioural profile to a particular position. The PDA Assessment offers four (4) alternatives.

  • Identification of a position’s requirements through an interview: the identification, through an interview, of the behavioural trends required by the position.
  • Selection of a Predefined JOB Profile: selection of a JOB Profile form the List of 22 Predefined JOB Profiles proposed by PDA International.
  • Definition of a Customized JOB Profile: the definition of a Customized JOB Profile following the steps of the Definition of a Customized JOB Position process.
  • Identification of successful profiles through the PDA Assessment: a group of selected individuals is assessed with the purpose of identifying behavioural trends.


The four alternatives – which can be carried out independently or in combination with each other – allows the PDA to assign a behavioural profile and thus define the position’s behavioural requirements. This profile describes the basic behavioural requirements recommended for ensuring the successful performance of the person who works in said position. This behavioural profile will also allow carrying out compatibility studies between a person’s behavioural style and the position’s behavioural profile (behavioural requirements).


Click here to view a sample report of the PDA Assessment 

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