Great for Selecting New Hires & Coaching Existing Employees
November 14, 2016

Great for Selecting New Hires & Coaching Existing Employees

Meaghan Regan, CIR | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User

Overall Satisfaction with PI Behavioral Assessment

We have implemented the Predictive Index (PI) assessment into our new hire process by having all candidates complete the assessment during the interview process. We have created job patterns for the positions we are hiring for using information provided by employees successfully serving in these roles and their managers input. We are able to compare the results of the candidates with the job patterns that have been generated to ensure we are making a good decision. When a candidate does not match on a factor, we can ask exploratory questions generated by the report to see if the discrepancy is situational or standard per their personality and motivating factors. If the candidate matches on a factor, we can dig deeper with confirmatory questions to see if this is stable or generated by a socially desirable response.

We also use the software to develop coaching strategies for existing employees who may be struggling. This tool has helped us address the issue of turnover and poor hiring decisions.
  • Create development and coaching strategies for existing employees.
  • Create job patterns for your existing positions.
  • Create interview guides for candidates.
  • More online training resources for in-depth training.
  • Webinars to review ways to maximize the tools available to us.
PIs are well suited for assisting existing employees. I would suggest using them in the new hire selection process only if you use it as a tool to help inform your decision instead a knockout tool, which would serve to eliminate a candidate form consideration if they did not align with all factors in the PRO report.