PIs…The Secret Tool When Evaluating Talent


In our current war for top talent, it is more important than ever to make hiring decisions with the highest probability of creating long-term employees.

When evaluating candidates, it is essential to rely on behavioral data to determine a match both with a candidate’s behaviors and hard skills i.e., experience, as well as soft skills, such as resiliency, critical thinking, problem solving etc.

Fortunately, the science of human behavior has been making tremendous strides in the last several years, and we now have the ability to utilize amazing technology to allow us to tilt the deck in our favor by identifying key personality traits that impact how a particular individual will align with the job, your company culture and how they will function within your business model.

They say that your past is the best predictor of your future. Behaviors have a major impact on your future decision-making and behavioral conduct. This is why behavioral assessments have or should become an integral part of companies’ hiring process.

Hiring talent that fits into the culture of your organization is key to long term engagement. Leveraging Predictive Index Behavioral Assessments to assess candidates on the fit to the role and equally important the fit for the company, will optimize performance and engagement.

What is a Behavioral Assessment?

Observing, analyzing and enhancing awareness are the 3 primary tools that behavioral assessments use to assess a potential employee’s compatibility with the role they are interviewing for. New-age digital tools can simplify and fast-track recruitment and development task completions without compromising the process’s integrity.

Behavioral assessments are concise, to-the-point, and targeted on specific behaviors to pinpoint the alignment to the job.

Some of the most common types of behavioral assessments that recruiters use include:

  1. Direct assessment to observe a candidate’s real-time body language and tone
  2. Analog assessment to test how a candidate will react under rare situations
  3. Indirect assessment collecting behavioral responses in a retrospective manner

The PI Behavioral Assessment

When assessing the various behavioral assessments, one stands out as the most popular recruitment tool of the 21st century.

The Predictive Index Behavioral Assessment has been used for the past 60 years by more than nine thousand companies worldwide. It’s a stimulus-response instrument that gauges the key behavioral traits that lead to the success of their employees.

In addition to providing highly customized information, one of the benefits of utilizing PI assessment tools compared to the others in this field is that the entire assessment takes a matter of minutes. Yes, minutes! Believe it or not, after having your applicant invest a total of 5 to 7 minutes, you will be given a report that shares all kinds of pertinent information, including motivating needs, drives and behaviors.

While there are quite a few Predictive Index providers, ISC has found that UpTalent Solutions has been particularly successful in partnering with us to provide hiring managers the full picture when evaluating candidates.

With their exemplary consulting services and rapid results, UpTalent Solutions has proven to be a fantastic addition to our tool kit in providing exceptionally talented candidates that not only have the required experience but also are a strong cultural match for our clients’ hiring needs.

ISC is very proud to partner with Up Talent Solutions by providing PI assessments on all final round candidates as part of our desire to make the best long-term matches between our clients and candidates.

Benefits of Behavioral Assessment for Pre-Employment Skill Testing

Here are the four main reasons employers should consider investing in conducting behavioral tests to screen and assess new candidates:

  1. It helps employers diversify their workforce
  2. It’s a great measure of alignment to the job to drive business results
  3. It predicts behavior in a workplace environment
  4. It reduces hiring bias and subjectivity

Ann Zaslow-Rethaber

Ann Zaslow-Rethaber

A recruiter since 1996, Ann Zaslow-Rethaber is the president of International Search Consultants, a global executive recruiting firm launched in 1999.

ISC has become one of the country’s most reputable search firms, earning more recommendations on Linked In than any other 3rd party recruiting agency in the entire country. With a team of 15 talented recruiters, utilizing the very best high- tech tools available, ISC can produce highly qualified candidates for companies with hi-volume recruiting needs.

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