Predictive Index Behavioral Assessment

The Predictive Index Behavioral Assessment is used as a tool for determining if candidates are a good cultural fit for our company, to find out what method of learning and supervising works for each individual candidate.

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.

When my organization first adopted the use of PI Behavioral Assessment, it was for the main purpose of providing a new data set to analyze during the recruitment process. However, it quickly became apparent that there were many other uses for the PI. Within the first year, we built a Team Building & Conflict Resolution Training that used the PI as an informative, fact-based awareness tool to help our teams better understand each other and themselves. We completed PI read backs for all our current staff and recently we have begun conducting PI read backs with each new hire during their orientation on day one. We also review their manager's PI and those of their team members so they have a better understanding of the driving needs and behaviors they can expect from day one.

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.

In our company we use the Predictive Index in our hiring process to ensure a good job fit. We also use it in enhancing team dynamics and productivity. Most recently, it is becoming an initial focal point in our succession planning process. Not only will the PRO help us define those behaviors and skillsets needed most in a position, but it will give us another tool for evaluating potential successors and in creating the development opportunities needed for those successors to be ready when we have change in our organization.