The PI System Relies on Data, Not Feelings, to Boost Performance
In a period of transition in your company? Reorganizing your team to fit a new direction, or in a hiring phase? It is important to expand your tools for organizational management, and it’s important that you use research-driven data to make these critical decisions. The PI System, a solution consisting of a behavioral suite and a skills suite, can ensure that you have the right people in the right positions that not only fit a particular job — but also fit the culture of your company. Here are some considerations to include when choosing the right behavioral assessment like the Predictive Index (PI) System for your talent:
- Just because someone is good at a job, doesn’t mean they are great at hiring for it. Your executives may have risen to the top of the organization, but this doesn’t mean that they are always skilled in organizing people according to their behaviors and motivations. Many managers in strategic positions in the company rely on a gut-level impression of someone when hiring or reorganizing existing talent, but this tends to be an unreliable tactic for long-term fit.
- Hiring is not just about who you like. Like-mindedness is a good way to get decisions and strategies made quickly, but it doesn’t necessarily promote growth. You need a variety of personalities and strengths to get the creative edge on your competitors. Using a behavioral assessment tool, you can create a team with a variety of talents and strengths that are more likely to launch your company into a period of growth. A behavioral assessment gives you solid, predictive data about how an employee will perform in a particular role, removing the temptation to hire or reposition someone because they think in the same way you do.
- A behavioral assessment is a good investment. When you first consider a behavioral assessment like the PI System, it is tempting to write it off as an expense for down the road. However, when you consider the cost of replacing employees that are ill-fitted for their position, you realize that testing is well-worth the cost. You’ll receive reliable data about how a person will perform in a position, based on information about how they respond in a given situation and on their innate drives and motivations. Additionally, you are likely to save costs because the talent you need may be already sitting in your office (once placed in the right position).
- Testing requires expertise. Don’t expect to hop online, access a free test and get the information you need to reform your organizational strategies. Behavioral assessments are high-level analysis, and a good resource in the industry will support and guide you through the interpretation of the results to help create a perfect organizational fit.
- Tests are just one part of the process. It’s tempting to believe that implementing an effective behavioral assessment will change how your organization manages talent, and it will. But an effective strategy includes not only a behavioral assessment but a comprehensive plan that evaluates talent needs, the future of the organization and whether to invest in existing talent or hire new employees. It also involves job analysis tools to help clarify the most impactful job duties and responsibilities.
- Make sure your approach and goals align with the way the assessment provider operates. You need to know whether your behavioral assessment is an isolated event, or if the company will be using a comprehensive strategy that helps you utilize the assessment for day-to-day decisions. Make sure the behavioral assessment is designed for what you envision for your company.
If you would like to make your good company and make it great, consider the PI System behavioral assessment. Our testing is just one part of a comprehensive opportunity we provide for your company, coming alongside your leaders for an initial two-day training seminar and then providing consultation for each step of your talent strategy. Call us today to schedule an initial meeting with PI Consulting Group.