6 Ways to Hire Top Employees with The Predictive Index

The Predictive Index (PI) is a scientific personality assessment tool that provides insights into a potential employee’s behaviours. Since it aims at matching people’s strengths against the requirements of a job, the PI is a business owner’s best bet of hiring the right employees. It is especially useful when seeking to recruit top employees since it’s very important to hire a candidate with the right skills, personality traits, and cultural fit. By using the PI, you increase the chances of hiring top employees in a number of ways.

1. Selection and Hiring

The PI is a powerful tool for helping with selection and hiring decisions. Since the test/ survey is scientific, it’s very hard for a candidate to lie. Making a poor hire can have significant financial consequences. The recruitment process is itself costly. However, hiring the wrong candidate is even more costly since it results in poor performance, low morale and lost productivity. Your business cannot, therefore, afford to make a poor hire decision. The PI helps you make the right hire decision. It removes guesswork from the selection process by matching a potential candidate with the right job.

2. Establish Motivating Factors

At the core of The Predictive Index assessment is a goal to establish what drives a particular candidate. The PI analysis of people’s behavioural patterns will reveal the motivation behind their needs, the kind of jobs they are likely to excel at, and insights on how to manage and communicate with the new hires. These metrics are important in the smooth running of an organization.

3. Ability to Learn

Various positions require different levels of learning aptitudes that determine an employee’s success. A Predictive Index seeks to establish a candidate’s verbal, numerical, and spatial reasoning skills to determine their capacity and agility towards learning. It also seeks to establish their ability to adapt and adopt new workplace concepts.

4. Job Requirements

The Predictive Index factors data from key players in an organization, especially those that will be interacting with the new role. This helps in determining the most appropriate behavioural pattern that one will require to excel in the new position. The PI assessment also takes into consideration the desired team dynamics and the organization’s culture.

5. Job Performance Predictions

Since the PI is a scientific and highly accurate assessment of an individual’s drives, potential, and skills, one can make a fairly accurate prediction of how a particular candidate is likely to perform once hired. You can no longer rely on certificates and resumes only to make hire decisions. The Predictive Index gives you a snapshot of what a candidate is capable of doing in spite of their avowals on their resumes and during interviews.

6. Highly Accurate Analysis

Since the PI contains a test-engine that reconstructs each assessment to ensure that each candidate is served with a different set of questions, it minimizes the possibility of cheating. The results indicate who among the candidates is a good fit for the role. A “good fit” simply refers to a candidate with the highest chances of success in a particular role. A “weaker fit” evaluation refers to a candidate who may have difficulties fitting into the job’s role. It is therefore highly probable that the PI assessment will result in the top candidate getting hired.

The Predictive Index matches a potential employee’s motivations and strengths with a specific job. If an employee is matched with a job he or she is passionate about and qualified for, their chances of being effective and productive are very high. Long gone are the days when a cover letter, resume and invitation to an interview were regarded as adequate in helping a company recruit the best employee for a particular role. Today, the PI more or less guarantees that the candidate who ultimately gets the job is the best among the applicants.

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