Hire

It’s not you. It’s the job.

Nothing can cause a new hire or existing employee to sour faster than discovering that they aren’t a fit or match for the role they’re in. It’s demotivating. Nearly half (46%) of newly-hired employees fail within 18 months, while only 19% achieve what can be considered unequivocal success. Why is that?

The answer comes down to poor job fit. We’re all wired differently, and that’s ok! A diversity of perspectives and people is something to celebrate. The key to combating poor job fit is a deep and scientific understanding of what drives each person to perform at their best.

The Predictive Index helps organizations ensure they put the right people in the right seats by leveraging the data from their assessments to map people back to the behavioral and cognitive requirements they set for a given role. Want to know where you and the people you’re hiring fit in? Check out some of the tools below to see how we create job fit magic in real time.

Find the best fit for a role

We’ve all had bad interview experiences for one reason or another. As a candidate, perhaps you felt the interviewer was unprepared, or you didn’t get a chance to highlight experiences that exemplify why you’re a good fit. As an interviewer, maybe you’ve been rushing from meeting-to-meeting and haven’t had time to prep for your interview, and you leave feeling like you barely scratched the surface with the candidate.

Here’s the scenario. Pretend you’re hiring someone for a role, or maybe you are. Wouldn’t it be great if you could understand exactly what kind of person would succeed in the role? You’ve looked through a ton of resumes, and they all look the same. You’ve interviewed people you thought would be qualified, but it turned out to be a waste of time. You’re tired of searching, and you need to fill the role ASAP. What do you do?

That’s where PI comes in. With PI, you can find out definitively who will be a good fit for a position by setting job benchmarks, ideal behavioral and cognitive qualifications for success in a given job, and matching those to people who are similarly driven.

Now. Check out the tool below. With this tool, you can start to get a sense for what types of reference profiles other hiring managers typically choose for different roles you may be hiring for. What’s even cooler? You can also use the tool to understand what kinds of jobs you might be a good fit for that you never even considered! Just click on a type of job and see what reference profiles pop up as the recommended match for those positions.

Great interviews start with great prep

We’ve all had bad interview experiences for one reason or another. As a candidate, perhaps you felt the interviewer was unprepared, or you didn’t get a chance to highlight experiences that exemplify why you’re a good fit. As an interviewer, maybe you’ve been rushing from meeting-to-meeting and haven’t had time to prep for your interview, and you leave feeling like you barely scratched the surface with the candidate.

The bottom line is that interviews can be stressful for both parties and when they don’t go well, it’s not ideal for anyone involved. A structured interview (using tools like the Interview Guide), on the other hand, can help both candidate and interviewer feel more in control of the hiring process and will help to ensure both parties leave the interview with all bases covered.

You are more than your resume

At The Predictive Index we talk about Head, Heart, Briefcase. Watch this quick video to learn more.

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