Attracting Top Talent With the Predictive Index Test

Organizations today need to hire high-quality candidates to achieve success and maintain a competitive edge in their markets. The right individuals bring valuable skills and expertise that can propel your team forward, so you need to have the best tools and resources to identify these key candidates. The Predictive Index (PI) test is a powerful HR tool to aid recruiters and hiring managers in this pursuit. 

The PI test assesses candidates’ cognitive abilities and motivational drives to help recruiters and hiring managers evaluate their potential performance and fit within the organization. HR leaders can use the PI test to make data-driven decisions about hiring and identify candidates who possess the necessary skills to excel in their roles. 

If you are looking to swiftly identify the most promising candidates and expedite their hiring and onboarding, the PI test is a great place to start. Here is an overview of how it works and how your organization can leverage the insights it provides to improve your talent acquisition strategies. 

What Is the Predictive Index?

The Predictive Index is a multi-assessment framework employers can use to screen potential candidates in two crucial areas: cognitive abilities and behavioral traits. Each of these assessments focuses on different aspects that can then enable HR leaders to measure the quality of a hire. The two main assessments of the PI framework are the Predictive Index Cognitive Assessment (PCA) and the Predictive Index Behavioral Assessment (PBA).

The Predictive Index Cognitive Assessment (PCA)

The PCA measures an individual’s cognitive abilities, critical thinking, and problem-solving skills. The PCA is a timed test – about 12 minutes and 50 multiple-choice questions – after which candidates are scored on a scale between 100 and 450. The results indicate how fast a candidate might be expected to learn and adapt to new concepts, which are competencies that might affect future performance on the job. Recruiters and hiring managers can use the results of the PCA to help determine if a candidate would be a good fit for a role.

It’s important to note that the assessment is used for candidates during the interview process or for existing employees looking to move internally to a new position with different responsibilities. Because the nature of the test is for candidate screening, companies might want to consider other employee development opportunities for current employees who wish to grow in their current roles. 

The Predictive Index Behavioral Assessment (PBA)

The Predictive Index Behavioral Assessment (PBA) complements the PCA to provide HR leaders with more information about a candidate’s workplace behavior and communication styles. The PBA is an untimed test with only two questions. 

The first question asks the candidate to choose an adjective that describes how they believe they are expected to behave at work in a given situation, and the second question asks the candidate to choose an adjective that describes how they would actually behave at work in a given situation. After a candidate completes the PBA, the test assigns them one of 17 “reference profiles”, which helps demonstrate how they naturally think and work.

Hiring managers can use the results of the PBA to predict how individuals will behave in given situations, which allows them to determine if a potential employee might be a good culture fit.

Tips for Administering the Predictive Index Test

Administering the PI test effectively is crucial for accurate and meaningful results. Start by providing clear instructions to test takers and emphasize the importance of giving genuine responses instead of trying to guess the "right" answer. Creating a comfortable testing environment with a focus on confidentiality will encourage participants to be authentic.

When incorporating the PI test into the hiring process, strategic planning is key. Many HR leaders prefer to administer the test after they’ve already screened candidates based on qualifications and experience. This ensures that the assessment provides valuable insights into candidates' behavioral traits. You may also consider using the PI test alongside other evaluation methods for the most accurate assessment of potential hires.

Once you have administered the test, it is time to interpret the results. This requires a nuanced approach, and there are a few things to keep in mind. Here are some tips for applying test results into your recruiting and hiring processes. 

• Context matters. Instead of isolating scores, consider them in the context of specific job requirements.
• Customize your onboarding experience. You can utilize the test results to tailor onboarding for new hires. The PI test results are a great tool for aligning employee goals with company objectives.
• Assign tasks wisely. Consider assigning tasks based on individuals’ strengths identified through the Predictive Index to optimize team performance. 
• Foster collaboration. Leverage the test information to cultivate a collaborative and inclusive work environment that embraces diverse work styles.
• Develop a comprehensive hiring strategy. Remember that the PI test is just one component of an effective hiring strategy. Integrating the results of the PI test with other assessments can enhance the overall selection process.

Leveraging the Predictive Index Test for High-Quality Hires

The Predictive Index test serves as a powerful tool for organizations that are looking for top candidates. It helps assess cognitive abilities and behavioral traits to pinpoint where employees will thrive within your company.

Beyond hiring, the PI test also contributes to employee wellbeing by aligning tasks with individual strengths. It is a key aspect of building a collaborative work environment where employees have the resources they need to succeed. Fostering collaboration and supporting employee wellness are just two of the ways to attract quality hires.

Partnering with wellness programs like Wellhub can further enhance your benefits package, making your organization even more appealing to top talent. Invest in employee wellbeing to nurture your current team and attract the ideal candidates for future success. Talk to a Wellbeing Specialist from Wellhub about how to build a benefits package that your team will love.

References

• Bruce, Carolynn. (2023, May 26). Predictive Index Test: Two Types of Tests and How to Prepare. Indeed. Retrieved June 27, 2023 from https://www.indeed.com/career-advice/interviewing/predictive-index-test. 
• Job Test Prep. (n.d.). Predictive Index Personality Types - Full Guide. Retrieved June 27, 2023 from https://www.jobtestprep.com/predictive-index-personality-types. 
• SHRM. (n.d.). Talent Access Report. Retrieved June 26, 2023 from https://shrm.org/ResourcesAndTools/business-solutions/PublishingImages/Pages/benchmarking/Talent%20Access%20Report-TOTAL.pdf. 
• TechTarget. (2015, September). Predictive Index (PI). Retrieved June 26, 2023 from https://www.techtarget.com/whatis/definition/Predictive-Index-PI.