Onboarding by product
Onboarding with The Predictive Index
Onboarding with the Predictive Index (PI)
Onboarding by product
Hire onboarding
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 well as actions and best practices for those who are part of the interview and/or final decision.
Hire workshop
Register for the Predict Candidate Success with PI Hire workshop. This 4-hour workshop is recommended for HR professionals and anyone who will be participating in the hiring process from job creation through making the hiring decision.
The whole person
It’s important to always remember that a job candidate is more than a list of experiences, education, and references on a piece of paper. To better understand their fit for a job, assess their behavioral drives and cognitive ability (head), their values and interests (heart), along with their knowledge, skills, and experience (briefcase).
1
Start off on the right foot.
Once your job has been created, work with the hiring team to Gain alignment on Job Target(s) where you’re a stakeholder. Use the Job Ad Optimizer to ensure your job description attracts the right candidates.
2
Set the interview team (and your candidates) up for success.
Use the Interview Builder to provide the interview team with questions to help explore how well a candidate’s natural strengths align to a role. Be sure to share it with your hiring team by downloading the Candidate Insights packet. The interview team should also review the behavioral data and Job Fit for each candidate, which are also included in the Candidate Insights packet.
A quality interview means the candidate will be asked a variety of questions. Each interview team should be given specific topics to cover or questions to ask. Make sure the questions explore their head, heart, and briefcase.
3
Get everyone on the same page.
Be prepared. Don’t wait until 5 minutes before the interview to review the candidate’s resume and behavioral data. When you go into an interview understanding how the candidate thinks and works, as well as a specific line of questions designed to evaluate any gaps between the candidate and job requirements, it results in a more productive conversation.
Align on and calibrate your ratings. Make sure everyone on the interview is using a similar rating/scoring system. Consider using an interview method like STAR that allows for detailed responses.Drag the slider below to see an example.