Hire

We deliver world class consulting to elevate talent using the Predictive Index.

Have you ever hired for a skill set and fired that employee because of who they were?

Too often we hire based on the “Briefcase”. These are the applicants resume, experience and education. The problem is that these are not predictive of work performance and only look at one element of the whole person. A whole person includes their head, their natural behaviors and cognitive abilities. Their heart – what drives them. This includes their values and the specific match to the culture of the organization. The Briefcase. This is the education, experience and resume that they bring to the position.

We believe that employers should know who they are hiring before they interview them and that they are a match for the job target. This is not the only piece of the puzzle, Yet, it allows the organization to see who the person really is and not just who shows up on the day of the interview.. This is where the Predictive Index comes in with three key steps to the recruitment process.

Step 1: Define

Define the Job Target in terms of behavioral traits and cognitive abilities to perform the job. We know that your organization is unique, therefore, we quickly and easily work with. you to define the target specifically for your organization while aligning your leadership team on what the role is responsible for. This assessment is specifically looking at
1) The Leadership needed in the position
2) The way in which an individual communicates
3) The environment that the individual needs to work in in order for the full potential to be released
4) How many decision points are needed for that individual to be productivity his role.

Step 2: Prioritize

Prioritize your top candidates to the job role by matching the applicants behavioral and cognitive assessment to the job assessment. The PI Behavioral Assessment takes only 6 minutes to complete while the cognitive assessment takes 12 minutes. In less than 20 minutes, your organization will know if a candidate is a behavioral and cognitive fit for the job. Yes! Include this as part of your hiring process. All candidates will then be assigned a score of their personal FIT TO ROLE. The best fit to role will be at the top of your list, making that individual much easier to find cutting down on the time to hire the position.

Step 3: Interview

Right questions, right fit. The interview is the third piece that allows us to view the whole person. We received information on the head and briefcase in the behavioral and cognitive assessment and the resume to ensure that their experience and education matched what was needed for the position. Now, is the opportunity to confirm these two piece while looking at the specific job and your company culture. The predictive index provides you with an interview guide specific to their behavioral assessment compared to the job assessment. In addition, you will receive cultural questions to ensure that this individual is a good match to your company culture.

Using the guide, you will be able to determine the fits and gaps needed along with how much this individual will need to be managed to meet the specific performance expectations.