Predictive Index Behavioral Assessment Reviews

Hiring, particularly for executive and sales positions.
Relationship management and choosing participants for cross functional teams.

The PI works well for identifying individuals for specific roles. For example, if you were looking for a candidate for a sales position the PI helps you find someone more outgoing. This is also good for roles where you have a higher volume of hires, such as for a contact center. The PI helps you identify what works in your company.

Selection/Hiring; Individual development and coaching; mediating conflicts, and understanding team dynamics particularly around communication, risk-taking and decision-making.

This is a great tool for identifying talent to help your team. If I need someone with a specific personality to fill a gap in my team, it can narrow it down to who I want. Too often a sales team is stacked with only one type of person. Clients don't respond to that. We need different types of people to meet our customers where they're comfortable

It is best suited for companies whose employees work collaboratively and in close proximity. They need to have the time and be willing to make the commitment of training their employees on PI and implementing the system. It is about a year long process and requires a strong group driving the implementation.

It's scary to start a new company, but once you have a better idea of how to interact with other, it takes some of that uneasiness away.

The PI should be used to assess any candidate for any organization. I really believe that the software is that helpful. It's like having a mind reader / person analyzer that can tell you everything you need to know about somebody. Some candidates enjoy seeing their PI results and receive a lot of enjoyment from seeing how accurate it is.

I recommend PI for defining the desired characteristics in a requisition. From there you can use this tool to match talent to your open positions and make an informed hiring decision. PI will even help produce some helpful interview questions that are targeted at each applicant's gaps.

Well suited for: Recruiting - helping to better match job specifications with new employees. Team Building - helping to better strengthen the team dynamics by better understanding the group as individuals.

I think the PI is well-suited for managers to assess their new associates - this can help a manager work best with their new associate and provide them with the work environment to be happy, comfortable and excel.

It's a great tool for leadership and staff development. One of the few tools that is legally defensible for hiring.

It is very well suited for recruitment and also the development of employees. I can't think of a situation where it would be less appropriate to use.

It is excellent for hiring, managing employees (finding out how to manage each person and tailoring your management style appropriately), succession planning, performance reviews, coaching employees, and I could continue to go on. It has amazing features which allow you to really understand the people that work for your company.

PI is really well-suited for hiring, selection, attraction, retention, and executive development. Any people-related issues a company faces, it does well in!

It is a plus to have these assessments when you are experiencing growth and need to make sure you understand how to communicate with your teams. It is also helps to determine the right candidate to fit with a current team without rocking the boat.

PI is exceptionally suited to discuss teams, for use in recruitment situations and to guide team interactions. I would not use it in any shape or form to guide young people's careers.

Great for hiring new team members, understanding your organisation better, creating a coaching culture with managers, and providing insights to individuals and teams.

The assessment results are well suited with managers and incorporated into their leadership training. Being able to discuss helpful coaching tips about their teams' results allows them to host more effective team discussions. It has also been effectively presented to entire departments or teams. Being transparent about their results, seeing the excitement of how different each other is, really gets the group talking and anxious to learn more about one another.

I find PI is best supported after the hiring process is completed.

Great tool for hiring, career progression, and succession planning! This does NOT measure intelligence, or whether they are a 'good citizen', or even if they are of sound mind and body---but it does show you behavioral needs that can help you to build high-performing teams.

PI Behavioral Assessment is required for all qualified candidates prior to setting up an interview. We don't want to just use the information we get during an interview; we want to use the data from PI to make sure we get the right person in the right job, prior to spending the time getting to know them in a job interview.

Well suited: When deciding to promote an internal employee, this will help determine if the promotion will last and if that person will be happy down the line.

Less appropriate: It's never not appropriate! Any time there is a hiring decision that needs to be made, the PI should be used.

Helps you understand a candidate more than what appears on a resume.

My favorite use for PI is with teams to help them understand their team dynamics and why some people struggle working together. I do have to approach highly technical, engineering-type employees differently because the brevity of the survey tends to make they distrust the validity. In those cases, I usually have the leader take the assessment individually, and once he/she is onboard, they will sell it to the team.