Product updates

We’ve redesigned your Hire experience to make your daily workflow easier. Here are some quick highlights:

• New Hire homepage: Use the “Hiring Center” to view all your organization’s jobs at a glance.
• Refined Job Targets: We’ve expanded your Job Target options and also made them more intuitive. Choose from a variety of targets, and follow our built-in guardrails to avoid bias and zero in on potential candidates.
• Shorter Job Assessment: Collaborate more easily on a Job Target with others by leveraging our streamlined Job Assessment—just as powerful as the old assessment, only shorter.

Note: All your candidate data has been carried over from the legacy PI experience to PI2, including candidate assessment links. However employee links and “other” links will no longer be accessible.

What’s new in PI2

Manually set your own Job Target

Our goal with PI2 was to make the entire hiring process simpler and more intuitive. This philosophy extends to the way users set, adjust, and apply the Job Target.

Creating your own Behavioral Target takes just a few clicks. You’ll be prompted to take the new shorter-form Job Assessment, which we’ll use to automatically populate your Behavioral Target. If you wish to make further modifications, you can fine-tune the target by making manual adjustments.

You don’t have to do it yourself, either. Base your target on one of our benchmarks, or model it after a top performer already in the role. You can also create a collaborative target with input from multiple stakeholders. 

Job Targets have narrower, more precise ranges

We’ve also made some functional changes to the Job Target. Most notably: Factor ranges can no longer be larger than 1 sigma wide. This was an intentional design change on our part, as it encourages more precise Job Targets, more relevant candidates to pick from, and ultimately better hiring decisions. 

“Establishing targets that span more than one sigma for any given factor can muddle which candidates are actually good behavioral fits for the role,” said Dana Pollet, PhD, Manager of Product Science at PI.

“With this change, users will be encouraged to select a range that enables them to identify the strongest behavioral matches for a role without ruling out candidates who are close or including too many to make meaningful sense of.”

Of course, you’ll still be able to assess and consider candidates who fall outside of the Job Target.

“We would never advise a user to disqualify a candidate because they fall outside of the target,” Pollet continued. “Instead, we encourage you to explore other data points to confirm alignment or possible misalignment, such as prompts from the Interview Builder.”

New guardrails to help reduce bias

In the legacy experience, Hire users were able to assess candidates without attaching them to a specific Job. 

For PI2, we wanted to revisit the way we promote fair and unbiased hiring. When using behavioral and cognitive data, hiring teams should always evaluate candidates within the context of a Job Target. Without the guidance of a Job Target, it’s easy for hiring managers and other stakeholders to make assumptions about a candidate without fully considering the behavioral and cognitive requirements for the position.

In the spirit of responsible use, we’ve redesigned the hiring experience so that all candidates must be attached to a Job. Don’t worry—any candidates in the legacy experience who aren’t attached to a Job will still be transferred to PI2. However, you’ll need to add them to a Job in PI2 to get full insights (i.e., BA report).

Download a candidate’s Self-Concept

The Self-Concept you’re familiar with hasn’t gone anywhere. We recently added the ability to download a candidate’s Self-Concept data as part of their candidate insights packet.

By viewing the Self-Concept, you can visualize how comfortable (or uncomfortable) an employee was in a previous role, giving you a critical point of data and talking point heading into a hiring interview.

Collaborate faster with the new Job Assessment

The Job Assessment you know from the legacy PI experience has been significantly streamlined for PI2. Many clients reported that the old JA was cumbersome and repetitive. We’ve acted on this feedback, resulting in a shorter-form JA which consists of 20 behavioral items (five per factor) compared to the previous version’s 90 items. 

“We collected multiple samples of responses to the Job Assessment, then conducted extensive analyses to determine which items would be retained for the short form while ensuring that the retention and removal of various items would not adversely affect resulting Job Targets,” said Dana Pollet, PhD, Manager of Product Science at PI.

Though the behavioral portion of the Job Assessment was our primary focus, we also conducted a revision of the cognitive portion to improve clarity and reduce redundancy. 

The JA isn’t the only thing that’s changed. We’ve streamlined the in-software process of collaborating on a Job Target—now known, fittingly, as a collaborative target. Any existing JA results in the legacy experience will be transferred to PI2, while any pending JAs at the time of upgrade will expire. Provided you have received at least one JA result, you will see a corresponding Job Target in PI2; however, you will need to resend the ones that were pending and expired. If no JA results for a particular job have been received at the time of upgrade, you will instead see a pending Job Target and need to resend all JA invites. 

With these changes, we aim to make your hiring experience faster, but no less accurate or powerful.

Assessment invitation links have a new home

In the legacy experience, you might be used to creating assessment invitation links from the Assessment Center. For PI2, we’re embedding that functionality right into the Hire experience, so they’re closer to your actual hiring workflow.

You can create job links to invite candidates to take the BA, just as you might have in the legacy experience. Any candidate who completes the BA through that job link will automatically categorized as a candidate for that job. You can also customize that job link. (Example: You can customize notifications, auto-send the Cognitive Assessment upon BA completion, and auto-send the BA report itself.)

Note: Any existing candidate links will be transferred to PI2 and accessible via a link titled “Imported invitation links” within the Candidates tab. Candidates will be able to use a transferred link to take the BA; however, the link itself will no longer be modifiable. Any invitation links not attached to a job (including employee links and “other” links) will no longer be accessible.

We’ve sunsetted the BA Synthesis to encourage better hiring

If you’re used to reading BA results in the legacy experience, you’re likely familiar with the concept of the Self, Self-Concept, and Synthesis.

In PI2, we’ve sunsetted the Synthesis. In the legacy experience, the Synthesis represented the average of the Self and Self-Concept. While a neat way to visualize the data, we found it didn’t offer any unique interpretive value for hiring. Add to this the fact that many clients found the Synthesis confusing, and we felt removing it was the right call.

By sunsetting the Synthesis, we’re able to encourage hiring managers to focus on the data that does offer unique value—namely, the “Self” and how it compares to (or differs from) the established Job Target.

Match Score is now Fit Rating

When assessing candidates in the legacy experience, you would see a rating—known as Match Score—from 1 to 10. This score was a numerical representation of a candidate’s fit for a given role. The higher the number, the closer aligned the candidate was to the Job Target.

For PI2, we’ve given Match Score a visual refresh, along with a new name: Fit Rating. Like in the legacy experience, the Fit Rating summarizes candidate fit. However, you’ll now see this score displayed via a five-star scale. The new scale contains half-star increments (1 star, 1.5 stars, etc.), meaning you’ll still get the 10-point scale you’re accustomed to.

This is purely an aesthetic enhancement—one meant to improve user understanding while maintaining the science of the original Match Score.

“Other matches” for jobs has been expanded

In the legacy experience, Hire would automatically recommend candidates that matched a Job Target—even when those candidates hadn’t applied for the given role.

In PI2, we’ve expanded this feature to recommend additional matches—up to 200 candidates—per job!

Note: Whereas the legacy experience supported other matches based on both behavioral and cognitive data, we will not be suggesting matches based on cognitive data in PI2.

Coming soon to PI2

Downloadable cognitive reports

We’re working on bringing downloadable versions of the cognitive report to PI2. As with any new release, however, we want to ensure we’re taking the time to deliver best-in-class data protection. This includes supporting GDPR compliance efforts and ensuring privacy for assessment takers.

We look forward to providing updates on downloadable cognitive reports in the future. More details to come!

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