Predictive Index Behavioral Assessment Reviews

I would definitely recommend PI to anyone. But also, taking the classes. You can learn not just how to read an individual's personality, but also how they will interact with other people.

It's difficult to gauge workplace behaviors based on an interview. Through [Predictive Index Behavioral Assessment], it gives us a better idea of how candidates would react in certain situations, then we can pinpoint specific questions to further explore that.
Ex: For a particular role, we need someone comfortable with risk and understanding the big picture. The system will suggest behavioral based questions we could use to determine whether or not this candidate can meet those expectations of the job.

[Predictive Index Behavioral Assessment] should never be used as the deciding factor in hiring. It is simply a data point and tool to help learn

Predictive Index Behavioral Assessment is well suited to use when assessing whether or not an applicant is a cultural fit for your organization. It shouldn't be used to decide if a company should hire a candidate or not.

I believe that Predictive Index Behavioral Assessment is well suited during the application process. It allows the recruiter, managers, and admin to get a glimpse at each individual assessment and how they rate. It gives an explanation as to the candidate's characteristics such as venturer, altruist, operator, guardian, scholar, maverick, etc. It allows us to set each position with a job target.

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.

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.

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

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 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.

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.

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.