Pre-Employment Testing With the Predictive Index
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5 Reasons Pre-Employment Testing Belongs in Your Recruitment Arsenal

Are you up to you neck in resumes? Is your organization experiencing employee conflict, low production, and high turnover?

Lead your organization to synchronization and higher productivity by replacing an onerous hiring pipeline with a hiring process guided by the Predictive Index program.

1. Save Time on Recruiting

Using the Predictive Index process in recruiting efforts shortens the funnel between enough resumes in your inbox to get your organization booted from its host and choosing the right person to come on board, saving you precious time.

The Predictive Index program offers several steps for weeding out candidates that aren’t a good fit, reducing the subjective work you have to do reviewing each applicant and adding objectivity to the process.

Additionally, conflicts are avoided later in the hiring process with proactive approaches taken up front. For example, before writing a job description, the Predictive Index Job Assessment is used to write a job analysis. This step involves a discussion with vested parties within the existing team agreeing on prioritization of responsibilities for the position, avoiding disagreement during the face to face interviewing stage.

2. Make Every Interview Count

In order to narrow down the applicant pool, the most promising applicants are selected and sent a Predictive Index Behavioral Assessment via email to ascertain their behavioral profile. After using these profiles to remove behavioral mismatches, phone interviews can be conducted to further narrow down the list of applicants.

By the time face to face interviews are arranged each candidate will have already been prescreened through several vetting processes and the hiring manager can confidently maneuver through one last step before making a decision.

3. Present More Quality Candidates

Using the Predictive Index methodology makes recruiting more than a coin flip. Hidden behavioral gaps that could cause low work productivity or job turnover are uncovered before candidates are presented to hiring managers. The candidates will be a likely fit to the environment and managerial style of the team.

4. Reduce Turnover

As case studies from The Predictive Index show, adding the PI system to your company’s culture often results in reduced turnover and increased productivity. Why? In short, because when employees are able to just “be themselves” they are more engaged in their work. With behavioral analysis, people’s natural abilities are screened to properly place them in a comfortable role.

5. Nail the Orientation Process

The Predictive Index system is very useful during the orientation process and for onboarding. Once the employee is hired, you will be able to educate each member of the management team on the strengths and challenges of the new employee and help the group to get off to a productive start. 

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More About the Pre-Employment Testing With PI Midlantic

Kathy Till, Director of Training
Over the next three years the turnover rate was reduced by 30 to 40% any given year.
Kathy Till, Director of Training
La-Z-Boy
Elizabeth Weller, Executive Vice President
In 2010, prior to the implementation of PI, we hired 330 OPC’s. The following year, by attracting the right people for the role, we only had to hire 130 OPC’s (61% fewer hires).
Elizabeth Weller, Executive Vice President
Gold Key/PHR
Jim Smitherman, President
Without PI I don’t think we could have put together this exceptional team of people.
Jim Smitherman, President
Security State Bank
Terri Lavertu, Manager of Human Resources
We’ll always have turnover because telemarketing is a difficult job,” said Lavertu, “but in less than one year, we have improved employee retention by 35% using PI.
Terri Lavertu, Manager of Human Resources
Lens Express
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