NOTE:This article covers sending assessments to your organization. To learn additional ways to send assessments or how to send assessments to candidates, click here. Rolling out PI to your organization How you introduce The Predictive Index to your current employees makes a huge difference. When everyone speaks the same language and understands how PI will make a difference…
You can’t make a smart hire or have robust performance conversations without knowing what behaviors and cognitive ability the role requires. Job targets allow you to see how a person’s behavioral and cognitive results match your ideal targets for a particular role. Creating job targets in the software is an easy, guided process. But, how…
The PI Cognitive Assessment measures general cognitive ability and the ability to adapt, grasp, and handle complexity. It does not measure IQ or acquired knowledge, but indicates how fast an individual can be expected to acquire new knowledge. The score is referenced against the general population norm, the average of which is 250. The norm for any…
The analytics tool allows you to directly compare a team’s drives and behaviors. This can be helpful to identify similarities and differences between individuals in a team. All Factors Ensemble The All Factors Ensemble displays a graph of a group of individual’s behavioral drives. The name of each individual appears in the appropriate sigma range for…
Now that you have a better grasp of how to assess performance and engagement, it’s time to start pushing those employees in the right direction. An obvious form of motivation is through positive reinforcement. If an employee does something great, let them know and reward them for it. But that’s just scratching the surface. Let’s…
Following those performance management steps is only one part of helping your employees perform. Another key factor in ensuring desired performance is engagement. Employee engagement is a form of people data that indicates how your employees feel about working for you. A portion of performance on the job has been linked to how engaged an…
Before you can celebrate high performers or panic if you have low ones, you’ll first have to understand what performance means to you and your organization. One pitfall many companies encounter is that they don’t have a proper performance scale. Not every employee in your company can be a top performer, and that’s okay. An…
This process will look different for every company, but it’s essential to embrace the fact that real change occurs when diversity and inclusion become part and parcel of a business’s mission. It can’t be just another nice-to-have goal. Diversity must be at the company’s core as a driving force if the business truly wants to…
To become more inclusive, it often helps to cast a wide net when recruiting. Although education requirements are a standard part of any job description, competitive companies are beginning to loosen the baseline requirements around college degrees. To recruiters who are focused on recruiting candidates with college experience: Don’t just focus on elite universities. Make…
The first step to creating a diverse and inclusive workforce is to remove unconscious bias: the inherent or learned stereotypes about people that form without realizing it. Leaving these biases unchecked can sabotage the recruiting and interviewing process in your organization. A company might create a plan for improving diversity and inclusion, but if it…