Try the Predictive Index® Yourself – Talent Acquisition

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Try the Predictive Index® Yourself
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Talent Acquisition with the Power of the Predictive Index…

takes the guesswork out of your hiring process.

Using the science of the Predictive Index, we define the behavioral fit for the job and identify the natural behavioral drives of the candidate. From there, the hiring process is a matter of placing the best fit in the best job role.

We Have Proven Results

“In 2010, prior to the implementation of PI, we hired 330 OPC’s. The following year, by attracting the right people for the role, we only had to hire 130 OPC’s (61% fewer hires).”

Elizabeth Weller
Executive Vice President
Gold Key/PHR

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“Without PI I don’t think we could have put together this exceptional team of people.”

Jim Smitherman
President
Security State Bank

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“‘We’ll always have turnover because telemarketing is a difficult job,’ said Lavertu, ‘but in less than one year, we have improved employee retention by 35% using PI.”‘

Terri Lavertu
Manager of Human Resources
Lens Express

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Make Informed Hiring Decisions…

with the Predictive Index.

Behavior assessments give you highly accurate data about how candidates will actually behave and perform in a given role versus how they say they’ll perform. A quick assessment can reveal what motivates a candidate, their needs in  from a position and workplace environment, how the candidate will work with others on your team, and how you can expect them to behave and perform in the job they’re applying for. 

The Costs of a Bad Hire

According to the Harvard Business Review as much as 80% of turnover is due to bad hiring decisions. And the cost of these decisions is staggering…

On the conservative end, the Labor Department estimates it can cost one-third of a new hire’s annual salary.

Others say it could be even higher than that. The Society for Human Resources Management (SHRM) study indicated a bad hire can cost up to five times their annual salary.

Apart from the new hire’s salary, when you consider the lost time and expenses in training and on-boarding the individual, the negative impact on company moral and the potential missed business opportunities, it’s no wonder the hiring decision have become so critical. No organization can afford to make a bad hire or lose that hire before their potential is realized.
 
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Consider the Whole Person in Your Hiring Decision

Commonly, most employers look at the following parts of the applicant during the talent acquisition process:
Knowledge, Skills, Experience, Education & Training, Intelligence, Interests, Attitudes & Values, Literacy & Language, and Physical & Health.

Two silhouetted men holding different resumes.

Unfortunately, employers often overlook or do not measure the applicant’s:
Motivating Needs, Natural Behaviors and Drives.

Two silhouettes comparing thought bubbles.

Make More Informed Hiring Decisions

Behavior assessments give you highly accurate data about how candidates will actually behave and perform in a given role versus how they say they’ll perform. A quick assessment can reveal what motivates a candidate, their needs from a position and workplace environment, how the candidate will work with others on your team, and how you can expect them to behave and perform in the job they’re applying for.

Put Predictive Index® to Work for Your Talent Acquisition Efforts

Developed specifically for business in 1955, Predictive Index® system takes the guesswork out of the selection process by defining the behavioral requirements of the job and identifying the natural behavioral drives of the candidate. This allows for a fit/gap analysis between the job profile and the behavioral profile of the candidate. We even provide clients with an extensive list of interview questions each designed specifically to probe further into areas where there appears to be gaps in the behavioral requirements of the job and the candidate’s PI profile.

The proprietary Predictive Index consists of a powerful combination of assessment, educational training and consulting support. PI’s unique model of knowledge transfer enables managers to drive organizational performance with accurate data about their people.

Ready to take the PI yourself? Click below to return to the top and submit your request.
Request a Free PI