Predictive Index Behavioral Assessment Reviews

Less management turnover know how to talk to people.

Less turnover knowing more information about a person to assign them a better position.

They have other features like onboarding that can be access.

[Predictive Index Behavioral Assessment] helped with recruitment, hiring the right talent to ensure success.

Helped with coaching and mentoring of employees.

Helped increase employee engagement by the company using the tool to help with employee development.

It has made a positive impact in that recruiters can asses the way or methods our new applicants learn or would like to be managed.

It shouldn't be an excuse for not hiring a well-qualified applicant.

It's a handy tool for hiring managers.

It has allowed us to hire applicants that fit our culture.

Determining or making a decision on who we hire has been made a lot easier.

Managing or training tools that fit each applicant.

It has helped us make more effective hiring decisions.

It has helped to formulate more direct interview questions when hiring.

It helps us early on get an idea of how a candidate will fit at our organization and what strengths they might bring to their team.

With new hiring, it should help make better hiring decisions which will reduce turnover and save costs.

Once it is fully implemented, it should help with Communication. It should save money, again, on turnover costs. If people are communicating better, there should be as many misunderstandings which could cause workplace drama and hurt feelings which could (and has) cost people to leave their jobs.

When used correctly, our managers make better hiring decisions and put people in the right roles. This reduces turnover and increases employee engagement.

When used for team dynamics, we have seen reduced conflict and more effective teamwork.

Putting the right people in the right position is great for employee satisfaction and retention

Our customers respond favorably to having people that they're comfortable with

The PI has been very helpful when analyzing employees. You cannot go wrong when you are able to see a candidate or employees work style.

The ROI is very positive. A lot of companies have a specific culture that they are trying to create or adhere to. This software helps you see if an employee would be a good fit for your company or not.

Increased retention

Support of manager development classes

Positive: Better usage of my time with evaluating potential candidates, allowing me to actively focus on the best matches.

Positive: Providing our Team with insights to their team members strengthening improved communications.

At my company, the PI has helped teams work together more effectively and has helped managers to really understand with their new associates.

PI helps us to align jobs with people who would thrive in them.

Can be helpful to create most effective work layouts

People have learned how we are all different and what we need from each other or our supervisors is different.

Have not done an ROI yet

We have increased our ability to hire employees with a better ability to perform the jobs for which they are hired.

It has helped us develop a better methodology to discuss talent and succession planning.

At times we get into negatively loaded discussions, when managers see a different pattern than they wanted. It takes effort to align expectations.

Positive impact on the knowledge the managers have in their team

PI has saved us from some hiring mistakes that would have been bad for the candidate and us as a company

A positive impact PI has had on our overall business objectives is witness it's effect with employee engagement. We've seen how communication styles have changed among teams; therefore, creating a more engaging environment where employees want to be every day!

The only negative impact we've had using PI simply came with poor timing. We just launched PI assessments to the entire organization and within the following weeks it was announced that our company was merging with another organization. Some individuals assumed that we were using this PI Assessment to determine if they were able to keep a position with the new company and were either reluctant to take the assessment or didn't complete it with an honest response. When we finally got word out about the great things PI does, and how it has nothing to do with their job position throughout the merger, we were able to ease some tension.

It has helped us to increase the number of 'good' hires and therefore stabilize workforce in certain departments/locations.

It has lengthened the amount of time it takes to recruit candidates for a position since they must now have the appropriate profile in order to progress thru our hiring process.

Our company turnover has reduced from 22% to 14% since we started using the PI.

Better business decision overall

Helps place people in groups where they will fit in and be the most productive

Helps people understand why they do what they do when they know the result of their own PI.

As our engagement increases our turnover drops.

If we let it slide and don't use it as much our turnover increases.

In the recruiting process, we've been able to find good fits for niche positions, and the added benefit is onboarding them is quicker because we already have an idea of what their development plan should be.