The use of PI Behavioral Assessment™ in hiring and recruitment

Are you struggling to identify the right candidate for a job in today’s fast-paced and highly competitive job market?

Traditional recruitment methods may not provide enough information to make informed hiring decisions, leaving you with a high risk of employee turnover and poor performance. This can be frustrating, especially when you’ve invested time and resources in the recruitment process. But what if there was a solution that could provide you with valuable insights into a candidate’s behaviour and motivations, enabling you to make better-informed hiring decisions?

The PI Behavioral Assessment™ is the solution you’ve been looking for. With this assessment, you can streamline the recruitment process, improve candidate selection, and enhance interview effectiveness. Say goodbye to employee turnover and hello to increased productivity and a more efficient recruitment process.

Improve candidate selection

By comparing candidate profiles with job targets or benchmarks, recruiters can identify the best fit for a specific role, ultimately reducing employee turnover and improving performance.

For example, let’s say a company is looking to hire a sales representative. The job targets or benchmarks for this role may include traits such as high levels of extraversion, dominance, and assertiveness. By administering the PI Behavioral Assessment™ to candidates and comparing their behavioural profiles to the job targets, recruiters can identify candidates who possess these traits and are more likely to succeed in the role.

If a candidate’s behavioural profile does not match the job targets, recruiters can use this information to probe further during the interview process. For instance, if a candidate’s profile indicates low levels of extraversion, recruiters can ask questions that help the candidate demonstrate how they have overcome shyness in the past, or how they might still succeed in a sales role despite not being a natural extrovert.

In another example, let’s say a company is looking to fill a customer service role that requires a high degree of patience and a strong ability to work collaboratively. The job targets or benchmarks for this role may include traits such as high levels of patience, good communication skills, and a collaborative work style. By administering the PI Behavioral Assessment™ and comparing candidates’ behavioural profiles to the job targets, recruiters can identify candidates who possess these traits and are more likely to succeed in the role.

Streamline the recruitment process

By using the PI Behavioral Assessment™ during pre-screening, recruiters can save time and resources by narrowing down the applicant pool to those who are more likely to succeed in the role.

Here are some practical examples of how this can be achieved:

1.    Large-scale hiring

For companies that need to hire a large number of employees, administering the PI Behavioral Assessment™ during pre-screening can help recruiters quickly narrow down the applicant pool to those who possess the necessary behavioural traits for the role. This approach saves time and resources and can help recruiters focus their efforts on the most qualified candidates.

2.    High-volume recruitment

For positions that require frequent hiring, such as call Centre representatives or retail associates, administering the PI Behavioral Assessment™ during pre-screening can help recruiters quickly identify candidates who possess the necessary behavioural traits for the role. This approach saves time and resources by eliminating unqualified candidates early in the recruitment process.

3.    Time-sensitive recruitment

For positions that require immediate hiring, such as temporary positions or positions with urgent staffing needs, administering the PI Behavioral Assessment™ during pre-screening can help recruiters quickly identify candidates who possess the necessary behavioural traits for the role. This approach saves time and resources by allowing recruiters to quickly identify qualified candidates and make hiring decisions more quickly.

Enhance interview effectiveness

By understanding a candidate’s behavioural patterns, hiring managers can tailor interview questions to delve deeper into relevant aspects of the candidate’s experiences, thereby improving the overall quality of interviews.

By analysing a candidate’s behavioural tendencies, hiring managers can tailor interview questions to better understand how the candidate is likely to respond to different situations and how they might perform in a given role. Here are some practical examples of how this can be done:

1.    Understanding communication style

The PI Behavioral Assessment™ can provide insights into a candidate’s communication style. If a candidate is identified as being direct and assertive, interviewers can ask questions that test how they communicate in high-pressure situations or how they might handle conflict with colleagues or clients. On the other hand, if a candidate is identified as being more reserved, interviewers can ask questions to assess how they communicate ideas and build relationships.

2.    Identifying decision-making style

The assessment can also help identify a candidate’s decision-making style. For example, if a candidate is identified as being analytical and detail-oriented, interviewers can ask questions that test how they approach complex problems and how they might handle decision-making in high-pressure situations. If a candidate is identified as being more intuitive and spontaneous, interviewers can ask questions to assess how they might react to unexpected situations or how they might adapt to changing circumstances.

3.    Evaluating work style

The assessment can also help identify a candidate’s work style. If a candidate is identified as being goal-oriented and results-driven, interviewers can ask questions that test how they prioritize tasks and how they might handle tight deadlines. If a candidate is identified as being more process-oriented, interviewers can ask questions to assess how they might approach tasks and how they might work collaboratively with others.

Conclusion

In conclusion, the use of PI Behavioral Assessment™ in hiring and recruitment is a game-changer for organizations seeking to improve their recruitment strategy. The assessment provides valuable insights into a candidate’s behaviour and motivations, which can streamline the recruitment process, improve candidate selection, and enhance interview effectiveness. By using the PI Behavioral Assessment™, organizations can reduce employee turnover, increase productivity, and save time and resources. It is a powerful tool that can help recruiters identify the best fit for a specific role and make better-informed hiring decisions. As the job market becomes more competitive, using the PI Behavioral Assessment™ can give organizations a competitive advantage and set them up for success.

As a Certified Partner of the Predictive Index, we strongly encourage you to take advantage of our free trial offer and see for yourself how the Predictive Index can revolutionize your hiring and recruitment process. With our free trial, you’ll have access to a comprehensive Behavioural assessment that will provide valuable insights into a candidate’s communication style, workplace behaviour, and job-related motivations. You’ll also have the opportunity to streamline your recruitment process, improve candidate selection, and enhance interview effectiveness. Don’t let traditional recruitment methods hold you back. Try the Predictive Index today and see how it can transform your organization. Contact us to get started with your free trial.