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Hire upgrade support guide

New features in PI2

Review Jobs at a glance using the Hiring Center

Log in to Hire in PI2, and you’ll notice a new homepage: the Hiring Center. Here, you’ll be able to view all Jobs you’ve created, along with the date created and number of candidates attached to each.

We’ll continue to add to the Hiring Center in the future. For now, we hope it makes your hiring experience a little smoother. 


Write better job descriptions faster with the Job Ad Optimizer

In PI2, Hire comes with a brand-new feature we’re calling the Job Ad Optimizer (JAO). This feature takes an existing job description, compares it to the behavioral data from your Job Target, and suggests recommended language edits you can make to ensure your job ad speaks to your ideal candidate.

Speed-to-hire doesn’t have to come at the expense of quality. With the Job Ad Optimizer, you can accelerate job ad creation while increasing your odds of finding strong-fit candidates. Attract the right candidates right from first impression, and turn your job ads from standard to supercharged.

Note: The JAO is built on an English-only model. Other languages are not currently supported.


We’re updating our pool of interview questions

Interviews are a make-or-break part of the hiring process. Ask the right questions, and you’ll hone in on the right candidates. Ask the wrong questions, and we all know how that story can go.

With PI2, we’re revisiting our pool of interview questions to make our guidance more robust. Use our improved Interview Builder tool to ask questions that confirm behavioral alignment and probe for areas of misalignment.

Our Science and Content teams recently updated Hire’s existing interview questions to ensure their validity and accuracy. In the future, we plan to expand this pool of interview questions to provide more flexibility for interviewers, so they can facilitate even more dynamic conversations with candidates. 


Improved functionality

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. 

With PI2, we aim to give you the flexibility you need to create your ideal Job Target.


Job Targets now encourage more accurate hiring

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.”


Job permissions are simpler

In the legacy Hire experience, Job permissions revolved around the concept of folders. Clients with pristine folder management could fine-tune exactly who sees which Jobs and candidates… but for most clients, that was easier said than done. The bigger the organization, the heavier the burden on admin users.

With Hire in PI2, we’re streamlining the way we handle folders. We’ll have more to share on folders in the coming months, but for now, here’s how Job access works:

Hire admins and organization admins have access to all Jobs. All other users, however, can only view or edit Jobs they have access to. To give someone access, simply share that specific job. And since candidates are now tied to Jobs, you’ll only see candidates that directly pertain to your access permissions. 

We hope you’ll find this new permissions process a lot simpler and easier to navigate.

Note: Because candidate access is now tied to Job access, only Hire admins and organization admins will be able to see candidates from the legacy experience who are unattached to a Job. To enable other users to view these candidates, add them to a Job.

 


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).


Jobs now require a corresponding Job Target

Along the same lines as the guardrails above, Jobs cannot be created without a Job Target. This is a departure from the legacy experience, where users could create a Job and assess candidates without a Behavioral or Cognitive Target in place.

By requiring Jobs to be connected to a target (and candidates to a Job), we’re able to promote fair hiring evaluations and responsible usage of candidate data. For you, this means fewer opportunities for bias and less legal headache, not to mention cleaner data organization and upkeep.


Easily 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.


Notable changes

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.

Want to learn more about the above analyses? Here’s how the new JA was created and vetted:

“We examined item selection rates, correlations, and internal consistency, and conducted exploratory and confirmatory factor analyses in two samples. Analysis of these two samples allowed us to ensure that endorsement rates across each factor were not different for the short form (i.e., respondents weren’t selecting more A items in the short form compared to the original). We also conducted a cultural bias and localization review, as well as an equivalence study in which hiring managers completed both the original job assessment and the shorter version.

“Our research demonstrates that use of the shorter-form version will not result in item endorsements or selections that differ from the selection rates of the original version, nor will use of the shorter-form version result in a Behavioral Target that differs significantly from a Behavioral Target created using the original version.”


Customize Open Invitation (OI) links right within Hire

In the legacy experience, you might be used to creating custom OI links from the Assessment Center. For PI2, we’re embedding that functionality right into the Hire experience, so you can create them with less hassle.

We’re still building out our OI infrastructure for PI2. As an early adopter, you will be able to create Job links to invite candidates to take the BA, just as you would have in the legacy experience. Any candidate who completes the BA through that Job link will automatically categorized as a candidate for that job.

However, currently, you can’t customize that Job link. (Example: You can’t currently customize notifications or auto-send settings.) We will be adding that functionality to the experience with a future update

Note: Any existing candidate OI links will be transferred to PI2. Candidates will be able to use a transferred link to take the BA; however, the link itself will no longer be modifiable. Any OI links not attached to a job will be sunsetted.


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. Why? 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—and that’s the “Self” and how it compares to (or differs from) the established Job Target.


We’ve revamped Job sharing and retired downloadable Job Report PDFs

In the legacy experience, you were able to download a Job Report PDF that contained a summary of the Job, including the job title, job description, and Job Target.

For PI2, we’re sunsetting this feature. Why? While having a PDF download can be handy, we also understand that job information may change. Through the collaborative target, new stakeholders can easily provide additional input without disrupting the process. 

To avoid the risk of confusion, we’re now encouraging all Job collaborators to share the Job within the software. Not only is the process quick, but it ensures you’re always getting up-to-date information.


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.


Coming soon!

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!


“Other matches” for Jobs

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.

This was a popular feature among clients, and we’re pleased to bring it back for PI2 starting this summer. We’ve also enhanced our logic (based on user feedback), meaning we’ll be able to recommend additional matches 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.


FAQs

Can I auto-send the Cognitive Assessment to a candidate when they complete the Behavioral Assessment?

Not currently—but it’s coming! We know this was a setting you had in the legacy experience, and we’re working to add this functionality to PI2 within the next few months.


Can I adjust who receives the “BA completion” email?

By default, the person who owns the Job will be the one notified when a candidate completes the PI Behavioral Assessment. This default cannot currently be changed. 

That said, we will be adding the ability to customize who receives this email (and other materials, such as the Behavioral Report) in the future.


Can I send BAs in bulk to candidates?

The ability to bulk-send BAs is currently only available for admins looking to send assessments to employees.


Is there a dedicated page to review candidates?

Unlike the legacy experience, there is no longer a dedicated page you can use to view job fit for all candidates at once.

That said, you can view a list of candidates from the new Hiring Center homepage, and then click on a specific candidate to explore their Fit Rating and behavioral insights.


In what cases will a candidate be marked as an employee?
  • A person with the same email domain as one of your organization domains will automatically be marked as an employee.
  • Internal candidates (employees added to a job with a company domain) will be labeled as employees.
  • If an employee is associated with a job and has a matching company domain, they will remain an employee.
  • Employees with a matching domain can be added to a job but will remain labeled as employees.
  • When a candidate is marked as hired, they will be updated to employee.

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