Behavioural intelligence for the moments that matter
The Predictive Index®
The Predictive Index Job Assessment™
Define the job first – then hire to your model.
Request Free Demo10
minutes to complete
3–5
taken independently or collaboratively with the input from the hiring manager, key stakeholders and high performers
Validated
takes the biases and gut reations out of your hiring process
70+
languages
Find the right fit for your company.
We know your culture is important to you. The Predictive Index Job Assessment is completed by people within your organization to determine a behavioural benchmark that fits with the role and your organization.
“My team grew exponentially this year, and I had the opportunity to hire 12 team members in5 months. The PI was instrumental in accomplishing this daunting task. It made me take the time to think through what behaviours are required to be successful, allowed me to screen hundreds of resumes effectively and gave me a better understanding of each candidate even before the panel interview. Half a year later, my new team is cohesive, achieved 100% engagement in the Pulse check score and demonstrates an enviable team culture. I think all hiring managers should learn how to use PI.”
What is The PI Job Assessment™?
The Predictive Index Job Assessment™ as delivered by Founding Partner Predictive Success enables you to identify what the ideal candidate looks like for any role. By completing a simple assessment, key stakeholders will outline the frequent and important tasks of the role. The Predictive Index software as delivered by Founding Partner Predictive Success takes the information from the Job Assessments and uses it to determine a behavioural and cognitive benchmark or ‘Job Target’ for your role. This target can be used to ease the hiring process and create a targeted candidate pool.
“The Predictive Index System ® , delivered by Founding Partner Predictive Success, has allowed us to virtually eliminate mis-hires by better understanding the needs for each job by having a defined profile and matching candidates, internal or external, with the profile.”
Fill your candidate pipeline.
The Predictive Index Behavioural Assessment and Cognitive Assessment are short and easy to administer. The results will reveal your candidate’s natural behavioural tendencies and ability to learn new things quickly.
The Predictive Index Software as delivered by Founding Partner Predictive Success makes it easy for you to compare your candidates’ natural behavioural tendencies and level of cognitive agility with your Job Target. An algorithm will rank your candidates using fit-gap analysis, generating a visible pipeline of your top candidates.
How does the Predictive Index Job Assessment work?
The Predictive Index software as delivered by Founding Partner Predictive Success takes the information from the Job Assessments and uses it to determine a behavioural and cognitive benchmark or ‘Job Target’ for your role. This target can be used to ease the hiring process and create a targeted candidate pool.
STEP 1
Get stakeholders aligned on job requirements
STEP 2
Visualize and ensure job fit
STEP 3
Rank candidates based on fit
- AI Summary
Interview Highlights
- Demonstrated strong leadership accountability: “If my team isn’t hitting quota, that’s on me.” (Samantha Lee)
- Values urgency and performance: “I don’t believe in a long runway: salespeople need a clear target, a reason to care, and a playbook.” (Marcus Bennett)
Strengths
- Natural leader: Takes full responsibility for team performance and demonstrates confidence in coaching and development.
- Motivated and energetic: Creates urgency, drives momentum, and emphasizes high morale within the team.
Potential Cautions
- Pace and impatience: May push aggressively for results, which could impact longer-term team development or overwhelm new hires.
- Process skepticism: May challenge structure that doesn’t clearly link to outcomes; may need encouragement to buy into broader systems or initiatives.
STEP 4
Interview on areas of potential misalignment
Time to interview? Go prepared.
Informed by your candidate’s fit to the Job Target, the Predictive Index Interview Guides give you structure to your interview, helping you uncover more about your candidate’s workplace behaviour.
Asking structured interview questions early will help you identify key-traits of you candidates like their ability to cooperate with others, their capacity to complete detailed tasks and their patience.
Interview Highlights
- Demonstrated strong leadership accountability: “If my team isn’t hitting quota, that’s on me.” (Samantha Lee)
- Values urgency and performance: “I don’t believe in a long runway: salespeople need a clear target, a reason to care, and a playbook.” (Marcus Bennett)
- Strong emphasis on team energy and morale: “If I walk into a quiet floor, we’ve already lost the day.” (Aisha Clark)
- Results-driven, yet pragmatic about enablement: “What I care about is: do playbooks help reps close faster?” (Daniel Ruiz)
Strengths
- Natural leader: Takes full responsibility for team performance and demonstrates confidence in coaching and development.
- Motivated and energetic: Creates urgency, drives momentum, and emphasizes high morale within the team.
- Strategic communicator: Persuasive, articulate, and highly engaging, with a strong presence in both team and customer-facing settings.
Potential Cautions
- Pace and impatience: May push aggressively for results, which could impact longer-term team development or overwhelm new hires.
- Process skepticism: May challenge structure that doesn’t clearly link to outcomes; may need encouragement to buy into broader systems or initiatives.
- Potential over-assertiveness: Strong-willed leadership style could overshadow quieter team members or misalign with collaborative stakeholders unless coached effectively.
Bring analytics to employee development processes.
Informed by your employee’s fit to the benchmark, the Predictive Index Coaching Guides provide insight into employee development opportunities.
The Predictive Index Software ® automatically analyzes the fits and gaps in the employee’s natural behaviour when compared to the job benchmark. These fits and gaps are then used to generate coaching questions for each of the four behavioural factors. Managers can use these questions to inform their employee development process and identify employee strengths.
Discover the power of people data.
