Predictive Index Behavioral Assessment Reviews

We purchased the Predictive Index primarily to assist us in recruiting a sales team. I have found the product to be very insightful. As a new member of management at CVR it has given me invaluable insight to my colleagues, and assisted me immediately in giving effective coaching feedback. I have been able to analyze team behaviors and group dynamics using the insprire module. I was floored by how accurate the Predictive Index is in assessing behaviors of myself and my colleagues. Everyone who has taken it within our company is equally impressed. I am excited to use it to assess and hire the best candidates for sales.

We use The PI across our organization in everything from interviews to career planning. Understanding our associates and how we can effectively communicate to support our culture and remain open to innovation is very important to Benco. It all starts with our associates! PI helps to bridge departments and match individuals making sure we are creating successful partnerships. The tools are great for finding the starting point in crucial conversations and when addressing sensitive situations that may arise between co-workers. Finding common grounds and paths consistent with both, or more, parties can help direct a conversation in the right direction.

Currently we are using PI Behavioral Assessment for screening new hires. The Assessment gives us a good starting point for reviewing candidates as well as questions to ask during the interview process. We will be introducing it to our current team in October. We hope that the Assessment will enable us to improve communications within and between departments.

Our company has used the Predictive Index primarily as part of the selection process for over 20 years. However, when I joined I realized it was an underutilized tool. We didn't share it employees once they came on board and managers really weren't using it either to work with their employees. I have since expanded the use with teams to help team members learn more about one another and their styles and to improve team effectiveness.

Predictive Index is part of our culture. No candidate will be hired unless we see what we're looking for in their report? It is invaluable in both hiring, and then managing our workforce effectively. Every employee is approached with their PI in mind.

PI is being used company wide to help co-workers understand each other better.

PI Behavioral Assessment is utilized once we identify an applicant that we'd like to move forward with. It's used as one of our first steps to see if the applicant would be a good fit for our culture, as well as for the position/department they are applying for. Everyone gets their PI placard on their first day with an overview of how to read their results. We also offer a learning and development workshop a few times a year to really dive into what results mean.

The PI software is used by the HR department to assess candidates for job openings. We have also used it to evaluate employees to help guide and coach them in their current position. The PI software very accurately describes people, their strengths, and their weaknesses. It allows you to get a strong insight on somebody so that you can gear each interview so that you can ask specific questions to get answers on strengths and weaknesses.

Our organization uses the Predictive Index Assessment as a communication tool as well as a recruiting tool. The entire organization uses the PI, however, we see most benefit in our leadership teams.

PI Behavioral Assessments started out as a recruiting tool. We chose PI because it offers a refreshing transparency providing insights otherwise not seen. This supports our long-term investment strategy of bringing in new employees that match the roles we have available. How? We are able to evaluate and more precisely match employee capabilities on the front-end by creating intelligent job descriptions that are reflected through our Job Assessment parameters. Our underlying goal is to create and support the most important ingredient in our company. Our employees! They are our most valuable asset. By understanding the dynamics within each individual and bringing out those strengths, they truly look forward to their contributions in their professional role each day. In other words, they look forward to coming to work!

We started this with our Sales department, however; it has migrated to include the entire company. We have learned, and are still learning, how different each role is and therefore, what is required from individuals within given specialty areas. Our long-term goal is to also strengthen our existing management staff and their teams with the insights PI provides. We are very excited to be using PI.

The PI is used in the interview process at Benco - this is where our candidates/associates first see the assessment. It is then discussed in great detail in our New Hire Orientation program, where we give our new associates a good understanding of the assessment, why we use it and why it is important to our organization. The PI is something that we have ingrained in our culture.

I use PI Behavioral Assesment to help us coach employees and leaders. We are working on creating models for roles so that we can use it to help with employment decisions. Right now the big push is for leadership development. I use PI to help my leaders increase their emotional intelligence by understanding how they will behave in different situations.

At Gateway Plastics, Inc. we use PI in the Human Resources department as part of the hiring process. It shows us what type of behaviors the candidate innately has, so we can predict how they may or may not like the position/environment the candidate will work in.

The PI has been incredibly useful for our organization. It has allowed us to not only evaluate candidates but also to increase the effectiveness of managers within our organization. There are incredibly useful tools and there is a misconception that it's only used for hiring. The tools can be used for everything from hiring, managing, evaluating, succession planning, performance reviews, and so on.

We have implemented the PI Behavioral Assessment among all of our supervisory staff and our administrative support staff. We also include the senior leader of our Germany and France operations. We are hoping to understand each other and how to communicate better with each other. Eventually, we will include the entire organization and use it for team communication and recruitment.

We use PI across the global organization for all job types except blue collar workers in our warehouses. We use it in recruitment, in promotion/transfer discussions and as part of our leadership development program. At the time of introduction we had more than 60 managers certified in the tool, so that we could quickly get a common understanding and common language about the PI tool, and how to use it ethically and effectively.

We use the Predictive Index and Predictive Learning indicator at Qlik in the hiring process and to help us be better managers of sales teams. For hiring it enables us to have an extra dimension to consider when going through the hiring process. We have a good idea of the types of profiles that are likely to be successful in particular roles, so we are able to make a much more informed decision. With existing team members we are able to coach and communicate more effectively through the understanding we get through PI!

Our entire organization is using PI in many ways. We use it to improve communication among teams by providing managers with their teams' PI results and coaching tips, it helps bring self awareness to who we are and what motivates us to better align our strengths to our roles, and we use it in the hiring process to help us pair a job position with what natural needs/motivations a candidate may possess.

We use PI Behavioral Assessment throughout our entire organization. This tool has helped us tremendously. We use PI behavioral assessment within our hiring and recruiting team, with our learning and development team, and our coordinator to ensure that the whole company is using PI. We use this tool to hire and keep the right people. For example we use the assessment to ensure that the potential candidate can thrive in this role. Once we’ve hired, we give read backs of their results during their onboarding process. Next, we sit with the new employee and their manager and use the PI scorecards to teach how each person likes to be worked with. We also do readbacks where we go over the results of a team as a team building exercise so that they learn to work with each others similarities and differences. We have used the behavioral assessment and so many other tools through PI. It has been incredibly worth every penny.

I use PI for various facets throughout our company. We use it externally when bringing in a candidate for hiring consideration. We actually use PI as a screening tool for all of our positions. We also use PI to assist in managing current employees as well as for succession and career planning.

The PI Behavioral Assessment is an integral part of our organization. Not only do we have every potential new employee take the assessment, we've also had all current employees complete it. The PI highlights each individual's strongest traits and characteristics, and helps us in HR to determine where they'd be happiest and most effective within the company! Love it!

PI Behavior Assessment is used in all our departments. While we do use it in development and conflict resolution, its primary role is in the hiring process. We had a high turnover rate a few years back and started to look into some of the reasons and thought that “bad” hires was one of the biggest reasons.

I use PI to narrow down the candidate selection; help find the most ideal profile of a typical job, help write new job descriptions and our HRBPs use it for coaching new/young managers with their employees. I has many uses just on the behavior side and we are currently looking into the cognitive side for next year.

Our company currently uses PI Behavioral Assessment within the Sales Department. During our validation period with a potential new franchise owner we have them complete the PI as well as the Cognitive Assessments to compare their behavioral traits to the baseline we have created in Job PRO. This allows us to see if our candidate has traits that would make a good franchisee. It also allows us to see where our potential and current franchisees may need support and coaching.

The use of this allows us to eliminate candidates that may not have the traits of a successful franchisee, as well as prevents the candidate from committing financially to a concept that they may not excel at. Having the right fit is as important for us as it is for the candidate looking for a concept.

We use PI across the entire life cycle of an employee. We ID a PRO for new and existing positions we're hiring for and administer PI early in our recruitment process to evaluate fit of an individual to the role. For applicants that we interview in person, we debrief them on their PI so they have a better understanding of themselves and the demands of the role that align or may be more of a stretch for them. All new hires have access to their PI Report, Quick View and PI Development tools within our Talent Management system for easy reference and development discussions with their manager. I facilitate team PI sessions utilizing the many tools available via the PI Catalyst site to foster better working relationships between a manager and employee, collegue to colleague, and entire teams.