Perform workspaces are a great way to bring everyone on your hiring team together to align on roles and responsibilities, assign action items, and share Candidate insights Packets, resumes, portfolios, and any other important information related to the candidate or your hiring process. Example Create a section that has a topic for each person on…
One of the strengths of structured interviews is how they help to remove subjective bias. But structured interviews alone can’t remove it completely. Training interviewers on some of the more common biases may help them to catch themselves before their own bias influences interview ratings. Interviewers should be aware of common biases, such as the…
Behavioral interviewing assumes that past performance is an indicator of future performance. We ask people about their previous experiences in order to see if we can align their responses with our expectations of the job and situations we know they’ll encounter. Structured interviews call for a structured and standardized way to assess people. Using a…
There are very few cases where hiring should be left to just one person. Tap into the collective wisdom of your organization to define the job, assess the knowledge, skills, abilities, and behavioral drives needed, and then assess candidates. Selecting the right stakeholders When you’re creating a hiring team, you want to focus on people…
While structured interviews are great, they’re only as good as the training that accompanies them. It all starts with proper training, which many employees don’t get before they are tossed onto an interview team. Everyone on the interviewing team needs to understand why you’re doing structured interviews and how to do them well. Some of…
Making the right hire is critical to your organization’s success. Increase your odds of placing the right people in the right roles by creating world-class hiring and interview processes. Hiring Our Hire implementation guide walks through things to consider as you establish your hiring process. Depending on the role you’re hiring for, you may choose…
Structured interviews offer increased validity, reliability, fairness, and efficiency in the hiring process. They help minimize bias and ensure all candidates are evaluated on the same criteria. This leads to a better candidate experience and better hires. Validity Validity tells us about whether or not our method or measurement (e.g., interview or assessment) measures what…
In the process of gathering stakeholder input for your collaborative Job Target? The following article explores what powers the collaborative target behind the scenes — the PI Job Assessment — and shares best practices to help you get the most from your experience. What is the Job Assessment? The PI Job Assessment (JA) helps users…
Audience: Human Resources professionals, executives, and hiring managers/teams.Outcomes: The ability to create a new job, gain alignment, and identify the best candidates to interview and hire. Below you’ll find the recommended steps for anyone who is involved in a hiring decision at your organization. We’ll cover topics that are specific to your HR team as…
Our assessments have been validated through rigorous scientific testing and research over decades. They’re tried and true: We’ve assessed more than 25 million people around the world and major companies worldwide trust us to help: Over PI’s history, our researchers have conducted hundreds of criterion validity studies for clients, spanning many different industries, regions, and…
Before administering the PI Cognitive Assessment (“CA”), our clients often wonder how to approach accommodations. From neurodiversity to physical disabilities, there’s a wide range of respondents who may take the Cognitive Assessment, each with different needs. A client may want to make sure they’re equipped to support someone with disabilities, or the client may be…
Job targets enable confidence in job fit – the sense of feeling productive and satisfied in your work because your day-to-day tasks energize you.