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Strategic Hiring — Engage Your People — Develop Your Dream Team
Talent Optimization is a 4 part Discipline on aligning your people strategy with your business strategy
Uncover the root of your business problems by measuring and analyzing your people data, then prescribe remedies as needed. Diagnose is the first part of Talent Optimization, but it’s something companies need to do on an ongoing basis.
Crush the competition by designing your organization, leadership, culture, and team dynamics intentionally and strategically. Design is the second part of Talent Optimization, and this is where you’ll create and evolve your people strategy.
Use people data insights to build a workforce of top performers, while paying special attention to group dynamics. Hire is a third part of Talent Optimization, and this is where you’ll use Talent Optimization insights based on people data to hire and build high-performing teams.
Give your employees the people data insights they need to manage themselves and their workplace relationships. Inspire is the fourth part of Talent Optimization and covers employee-oriented activities like career pathing and measuring team performance over time.
Align Your People Strategy with Your Business Strategy
The Predictive Index Behavioral Assessment™ measures an individual's motivating needs, behavioral drives, and other workplace behaviors. This assessment takes under 7 minutes to complete, and yields results that a trained PI Analyst can interpret and apply immediately.
The Predictive Index Cognitive Assessment™ measures an individual's capacity to learn, adapt, and grasp new concepts in the workplace. General cognitive ability assessments like the PI Cognitive Assessment are among the best predictors of training success and job performance across all job levels and industries, and the PI Cognitive Assessment takes just 12 minutes to complete.
The Predictive Index Job Assessment™ identifies the job requirements of any role in your company. Key managers each complete one on the job and compare results to make sure all are on the same page with the job requirements. The Job Assessment identifies the Behavioral and Cognitive range for any position — Entry-level, C-Suite, and all between.
Unstructured interviews alone result in only a 6% success rate in predicting job performance. Combined with behavioral and cognitive assessments, that jumps to 51%, an 8.5x (or 750%) improvement.
Backed by Science
Multiple studies have confirmed Predictive Index assessments to be both reliable and scientifically valid; the PI Behavioral Assessment has been investigated in nearly 500 criterion-related validity studies since September of 1976 across almost all jobs and countries. This body of evidence supports the fact that the assessment is indeed consistently related to important workplace outcomes such as tenure, turnover, sales and customer satisfaction.
Our assessments and recommended policies were designed to provide a framework for determining the proper use of assessments and other selection procedures, as well as preventing discriminatory employment practices. The Predictive Index Assessments and recommended practices comply with guidelines established by:
Equal Employment Opportunity Commission (EEOC)
Uniform Guidelines for the Development and Use of Personnel Selection Procedures (1978)
American Psychological Association (APA)
Society for Industrial and Organizational Psychology (SIOP)
International Test Commission (ITC)