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Software upgrade support guide

IntroFromMikeZani

Our stated mission at The Predictive Index is Better Work, Better World, and that mission transcends our software and product offerings, extending throughout the user experience. It’s with this lofty ideal in mind that we’re unveiling significant enhancements to our Talent Optimization platform. 

As PI matures, we’re evolving the user experience to reflect the fact that we’re no longer just an assessment company, but an end-to-end resource for enhancing the candidate and post-hire experiences. Practically speaking, that means where users may have once pulled behavioral insights out of a drawer for individual reference, they’re now equipped with clear talent recommendations they can apply across the employee lifecycle—from hiring and onboarding to team dynamics, management, and engagement. 

We realize this transition will require adjustments, but feel confident in the long-term benefits users will experience through:

  • Streamlined functionality
  • Improved sharing and collaboration 
  • Reduced administrative burden
  • Guided learning experiences to optimize performance and results 

We also expect you’ll find serious value in the sheer amount of time you get back. We’ve reduced the learning curve related to onboarding—and by making it easier to roll out to other members of your organization, we hope you’re freed up to maximize some of the software’s more dynamic offerings. 

We take pride in offering software that helps you—and 10,000+ other clients—make smarter, data-driven talent decisions across the employee lifecycle. We’ve spent years observing how the PI software is used, and we’ve listened to feedback from you, the user. To that end, we’ve focused on enhancements that make our tools easier to understand, easier to apply day-to-day, and respected—even championed—by people throughout the organization (not just HR).

Prepare for upgrade

As you go through this resource, we hope you:

  • Know what actions you need to take, first and foremost, during and after the upgrade. 
  • Do what’s necessary at the appropriate intervals, with access to helpful resources (i.e., webinars).
  • Feel excited that you’re adopting innovative enhancements, and can do so smoothly.

An Account Owner can download the Upgrade Preparation Checklist to keep track of the items you’ve completed to set your organization up for success.

Get helpful information you need to succeed, when and where you need it

In our legacy software, you had to leave the software to get the information you needed to be successful, whether that was a quick technical “how to” or a deeper dive into the best-in-class use cases for our products. You also had to know exactly what you were looking for and, in many cases, we were requiring you to create an account or log in. 

Those days are over. 

In PI2, we’re integrating education directly into our software. The information you need to be successful is right at your fingertips on the page where you’re performing an action or using a feature. 

In instances where you’d like to learn more, we now have a dedicated documentation site and a completely revamped education page (coming soon!). In addition to making things quicker and easier to find, we’ve also streamlined our resources around PI2, assuring you that what you find in your search results is relevant to the current experience. 

Almost all of the content you will find is now free and easy to access and share. The only time we’ll ask you to create an account or sign in to your existing account is when you choose to take one of our certifications. Otherwise, finding, accessing, and sharing what you’re looking for has never been easier. 

Simply click on the question mark at the top right of the page, where you’ll see links to Documentation, PI Basics, and a new Education page (coming soon).

Looking for a specific PI feature? Here are some notable name changes between the legacy and PI2 experiences.

Analytics → Group Analytics

You can find Group Analytics by clicking the graph icon in the top-right corner of the navigation bar.


Assessment Center → N/A (streamlined)

We’ve embedded assessment sending right within each PI product. You can also send assessments from the Administration page.


Browse Menu → Administration Page

Your employee and assessment data are now all in one place. Find them by clicking the gear icon in the top-right corner of the navigation bar.


Company Settings → Organization Settings

We rebranded Company Settings as Organization Settings to better reflect the diversity of our clients.


Employee Directory → Employee Directory (no change)

You can find the Employee Directory by clicking the gear icon in the top-right corner of the navigation bar.


Job Assessments → Collaborative Target

The Job Assessment from the legacy experience has been streamlined significantly. Many Hire clients reported the old process felt cumbersome and repetitive. This new, shorter-form assessment consists of just 20 items, compared with legacy’s 48 items. Learn how it works.


Management Strategy Guide → Management Strategy Guide (no change)

You can download any employee’s Management Strategy Guide from their “person” page in Inspire. (Note: The Management Strategy Guide is only available as a downloadable asset.)


Manager Development Chart → Management Skills Guide

You can access or download any employee’s Management Skills Guide from their “person” page in Inspire.


Match Score → Fit Rating

We’ve rebranded Match Score and given it a visual refresh. Whereas Match Score illustrated job fit with a number ranging from 1 to 10, Fit Rating uses a five-star scale. This new scale includes half-stars, so the functionality itself hasn’t changed at all.


Personal Development Chart → Personal Development Guide

You can access or download any employee’s Personal Development Guide from their “person” page in Inspire.


User Roles → Access Levels

Whereas User Roles in the legacy experience applied to the entire platform, employee access levels in PI2 apply by product. You can manage access levels from the Employee Access Settings page; find it by clicking the gear icon in the top-right corner of the navigation bar.


New dashboard coming soon!

The dashboard you know and love isn’t going anywhere—however, we still need time to give it the quality update it deserves. In the meantime, the resource below will help you access the information you’re used to seeing on the dashboard.

Launch Presentation

Platform and Admin features

This section walks through the updated admin experience, including platform navigation, assessment sending, user permissions, and organization settings.

New navigation experience

The first thing you will notice when logging into PI2 is our new navigation experience. We’ve simplified the top menu bar to reduce clutter and help you access different PI products, faster.

All of your legacy features are here—just reorganized within their respective PI products.


Streamlined admin settings

Looking for your Employee Directory? We’ve added it to your Administration page, so you can manage employee data and company settings all in one place. 

View the Administration page by clicking the gear icon in the top-right corner. There, you can:


Updated assessment sending

We’ve updated the assessment process to make sending and managing BAs even simpler.

The Assessment Center in the legacy experience has been integrated with your Employee Directory. Now, you can invite employees into the software and send them BAs with a single organization file upload. (You can also send assessments individually if you prefer.)

We’ve also embedded assessment sending into each of the PI products:

If you’ve already assessed your employees, you can view their Reference Profiles from the Employee Directory. For detailed behavioral insights, access a person’s Snapshot in Inspire, view a shared Team in Design, or view a shared Job in Hire.

Please note: Due to these changes, the ability to send assessments via custom open invitation (OI) links will only be available in Hire. Any existing candidate links you have active from the legacy experience will be imported into PI2; however, these links will no longer be able to be modified. All other links will be sunsetted.


Redesigned user permissions

We’ve redesigned how user roles work. Not only are we making these roles more intuitive, but we’re giving you greater control over how you use them.

In the legacy experience, user roles gave blanket permissions across PI’s products. This meant that someone with admin access could see and do anything, with little flexibility to fine-tune their access.

In PI2, we’re allowing you to select user roles—now known as access levels—on a per-product basis. We’ve also simplified the naming of these roles to make the permission process easier to understand.

To ensure a smooth upgrade process, we’ve given your PI2 users permission defaults that correspond with their existing legacy user roles. Here’s the full breakdown:

Legacy User RolePI2 Hire Access LevelPI2 Inspire Access LevelPI2 Design Access LevelPI2 Diagnose Access Level
Account OwnerOrganization Admin*
Account AdminHire adminInspire adminDesign adminDiagnose admin
Power UserLimitedLimited, can invite co-workersLimitedNo access
UserLimitedLimited, can invite co-workersLimitedNo access
Read OnlyNo accessLimited, cannot invite co-workersNo accessNo access
Third Party UserNo change

* Organization Admin includes Cognitive Admin permission, where applicable.

Not sure what permission level to give for each product? Here are some recommendations based on role and responsibilities.


Folders are easier to create and navigate

In the legacy experience, folders allowed you to organize jobs, candidates, and employees. They also functioned as a way to control who could see what within the PI platform. While companies with impeccable organization skills were able to take full advantage of folders, many other clients felt the old system was cumbersome and confusing. 

In PI2, we have simplified the way folders work. Starting in late spring, you’ll be able to create folders just like you could in the previous software.

These folders will enable you to organize Jobs (and, by extension, the candidates for those Jobs) and extend access permissions to users with Limited access to Hire. Later this year, we’ll be adding the ability to organize employees using folders as well.


Group Analytics has a new home

Group Analytics (previously, just “Analytics”) lets you overlay two or more people’s behavioral data, so you can visualize trends. Use the results to analyze a group of top performers to find shared strengths or compare employees to their current job to identify development opportunities.

We’ve moved Group Analytics from its old dropdown menu in the legacy experience. Access it by clicking the graph icon () in the right-hand corner of your top navigation bar.

All the features you’ve come to expect are here—just with a new look and feel. Learn more.


We’re expanding our integrations

One of our biggest goals with PI2 is to make it easier and simpler for you to embed PI into your daily workflow.

We know integrations play an important role here. To better support your needs outside of PI, we’re taking time to rebuild our portfolio of supported plugins and extensions. Greenhouse is a much-requested ATS integration that we will have available for you on day one, with additional integrations to follow.

We’ll have more to share about our integrations roadmap in the future. In the meantime, if you have specific requests please add them to our Product Feedback tracker. If someone has already requested it, please upvote it!


Easily set your own email domains

Many of our clients use multiple domain names across their organization. Support for multiple domains was a key component of the legacy experience, and we’re making it easier to manage and modify on your end.

Account admins can manually set organization domains right within the software. Later this year, you’ll also be able to remove domains you no longer need.

If you’d like to remove domains in the meantime, we ask that you reach out to our support team. Submit a request here.

Please note: Allowable domains are restricted to business domains associated with your organization. Freemail accounts (gmail, yahoo, etc.) will not be supported.


Factor E has been refined and expanded

If you’ve read our Behavioral Reports in the legacy experience, you’re likely familiar with the concept of the Self, Self-Concept, and Synthesis. You’re probably also familiar with Factor E, which previously showed up solely on the Synthesis.

In PI2, we’ve sunsetted the Synthesis. Why? For many clients, it was confusing. For us, it was also holding our science for Factor E back.

“In the legacy experience, Factor E reflects an average Self and Self-Concept score, which wasn’t particularly informative,” said Dana Pollet, PhD, Manager of Product Science at PI. “In PI2, you can now interpret your E Factor for both the Self and Self-Concept, the same way you would with any other factor. This means a lot of people will be seeing a difference in their E scores, but we very much view this as a positive! The new E is the proper and accurate measure of one’s actual drive for objectivity in decision making.”

Want an even deeper look into the science? Here’s the high-D explanation:

“Factor E will appear differently in PI2’s Self and Self-Concept than it did in the the legacy experience Synthesis. In the legacy experience, E was omitted from the Self and Self-Concept because, historically, it was not measured independently. It was derived by ‘double-loading’ some items on the PI Behavioral Assessment, meaning some adjectives contributed to, say, both Factors D and E, Factors C and E, etc. Under that model, Factor E was only a stable measure when aggregated in the synthesis graph. E is no longer double-loaded onto factors. It is measured independently with 19 new adjectives and is scored identically to the ABCD factors. So, we can now present it in both the Self and Self-Concept in PI2.”


Trial all PI products with zero commitment

Subscribed to certain PI products, but not all? We’ve launched free, no-commitment trials for each of our products in PI2, so you can try them for yourself before you buy.

ProductHireInspireDesignDiagnose
Type of trialSample of featuresAll featuresSample of featuresAll features
Trial length7 days7 daysUntimed7 days

We’ve updated your resource center

As you navigate PI2 for the first time, you may have additional software questions. We’ve updated your resource center with how-to articles and other support education to help you get unstuck and find value, faster.

Click the question mark icon in the top-right corner, and you’ll see the new Resource Center. There, you’ll find two new resources:

  • Documentation: Search our knowledge base of product how-tos and other support articles.
  • PI Basics: Read up on our science and get tips for implementing PI at your organization.

Not sure where to start? No worries. We’ve embedded much of this education right within the software itself, so guidance is always just a few clicks away.


Platform/Admin FAQs

I’ve taken the Behavioral Assessment multiple times. Why can’t I see all my results?

At PI, we believe strongly that your initial BA self-results are the most accurate. Studies show that behavior doesn’t tend to change dramatically over time—except following major life events. 

In the legacy experience, it was possible to flip between multiple Behavioral Assessment results per user. Here’s our own perspective on when to retake the BA: 

“People’s personalities sometimes change very slowly as they grow older, which makes sense—who we are when we are 18 is not exactly who we are when we are 40. This is a general trend that would affect any personality assessment. In general, results from the PI Behavioral Assessment are expected to be stable enough to support decisions that span multiple years. Specifically, our test-retest analyses show that the results remain reasonably stable for up to 6-8 years. (For reference, the median job tenure in the U.S. is about 4 years.)

Generally, we advise clients to stick with the ‘Self’ results of their first assessment unless there are extenuating circumstances that affected the result (e.g., the participant did not take the assessment in their preferred language). The Self-Concept can be administered more frequently. Further, we recommend re-administering the BA after 6-8 years if a high-stakes decision needs to be made about an individual.”

Currently, PI2 only allows users to have one set of BA results. That said, we recognize that clients do enjoy the opportunity to retake the BA, and are pleased to confirm that support for multiple BAs is on the way! 

In the future, you’ll be able to retake both the Self and the Self-Concept—an addition we hope will facilitate healthy professional development conversations. Expect more details later this year.

Need to retake the BA in the meantime? Reach out to our support team, and we’ll be happy to help.


Can I still export a CSV file containing everyone’s BA completion status?

You can export a CSV containing key employee information—including Reference Profile—from the Employee Directory. Learn how here.


Are there workshops I can attend for PI2 software?

As part of the transition to your upgraded software experience, we recommended our weekly  Upgrade Support Webinars to get you started in your updated software experience.

We’re finalizing all of our other workshops for PI2, but they’re not available just yet. We’ll have more to share about workshops in late spring.


Can I use PI2 in languages other than English?

English is the only language currently supported. We plan to localize PI2 software to support additional languages and will share more details in the future.


Hire features

We’ve added guardrails to help further 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 attach 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.


Job permissions are now simpler

In Hire the legacy 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 like yourself.

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 the legacy experience candidates that are unattached to a Job. To enable other users to view these candidates, attach them to a Job.


Looking for the cognitive report? They’re in the works!

We’re working on bringing 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 cognitive reports in the future. More details to come!


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.

Note: Wondering about the Self-Concept? We’ll be adding the ability to download a person’s Self-Concept as part of their candidate insights packet—but this feature’s not ready quite yet. Expect to hear more within the next few months.


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. 


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. 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’ve streamlined the Job Assessment to help you collaborate faster

The Job Assessment you know from the legacy 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 48 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 Auten, 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.”


We’ve revamped Job sharing and retired Job Reports

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.


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. 


We’re bringing Open Invitation (OI) link customization right into 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.


It’s now easier to 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.”


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 are on the horizon!

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.


Hire 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.


Inspire features

We’ve given Inspire data a modern update

When you load up Inspire, you’ll see an entirely redesigned experience. View your behavioral pattern, or search for an employee’s pattern, right from the home screen.

Select a person’s name, and you’ll land on their “person” page. From here, you’ll find Inspire data organized by three distinct pages:


Invite and assess co-workers with a few clicks

We’ve also streamlined how you collaborate within Inspire. Invite co-workers from the home screen or “Manage Employees” tab, and they’ll automatically be sent the Behavioral Assessment. You can also use the Manage Employees tab to send invitations in bulk.

By minimizing the steps needed to get peers into the software, we hope you’ll be able to share PI insights faster and more broadly.


Access Relationship Guides with ease

Relationship Guides are foundational to Inspire. To make them easier to access, we’ve included a “Relationship Guide” search function right on the homepage. Enter two names, click view, and you’ll immediately see their relationship details—including pattern overlay, strengths, and cautions.

We’ve also added to the Relationship Guide. Now, you’ll see a section with practical steps to build a healthy relationship. Whether you’re looking to build, maintain, or repair a relationship, we hope you’ll find value in this additional guidance.

This video demonstrates how easy it is to use the Relationship Guide in PI2.


Self-Concept has a new look (and improved guidance)

The Self-Concept helps articulate how a person perceives the behavioral demands of their role. It’s a powerful tool, yet one that proved confusing to understand, let alone act on.

For PI2, we’re bolstering our guidance around the Self-Concept. Each person now has a dedicated Self-Concept page, complete with instructions on how to interpret and discuss the Self-Concept as part of their own development.

Please note: As part of the Self-Concept update, we made the decision to retire the “Synthesis.” In the legacy experience, the Synthesis represented the average of the Self and Self-Concept, but offered little interpretive meaning on its own.

By retiring the Synthesis, we’ll be able to deliver better functionality for the Self and Self-Concept—all while improving the user experience.


Love your PI placard? Don’t worry—it’s coming soon!

Placards are among the most popular PI items our clients use. To ensure you continue to love yours, we’re giving them a visual refresh! They aren’t currently available in PI2, but we plan to add them later in 2024.


The Coaching Guide is in development, too

In the legacy experience, our Coaching Guide lets you compare a person’s Behavioral Pattern with the Job Target for a current or future role. It also provided specific coaching prompts for each of the ABCD factors, so you could help that person bridge any behavioral gaps. 

The Coaching Guide is returning for PI2 and will offer the same features and functionality you’re used to. Expect to hear more about the Coaching Guide in the coming months.

Note: The Coaching Guide will only be available for PI accounts subscribed to both Hire and Inspire.


Inspire FAQs

Can I limit who has access to employee insights in Inspire?

Currently, Inspire does not restrict who has access to what behavioral data. In the past, clients could limit access to a specific employee’s data by putting that data in a restricted folder. However, this created data management issues—particularly for organizations with hundreds (or thousands) of employees.

With PI2, we wanted to reduce admin headaches and make it easier for individual contributors to access tools like Relationship Guides. To accomplish this, we felt unlocking BA permissions was the right call.

If you have feedback about the change, please let us know using our Product Feedback tracker.


Can I access someone’s insights without inviting them to Inspire?

Yes. When upgrading from the legacy experience to PI2, you will retain any existing employee information—including behavioral insights—even if that person is not an Inspire user. You can access these insights by viewing your employee list on the “Manage Employees” tab or searching for a specific co-worker.

Organization admins can also assess employees without inviting them to Inspire by uploading an updated organization file.


Is M Score available in Inspire?

The M Score represents the number of adjectives a person selects during the PI Behavioral Assessment. 

In the legacy experience, we allowed people to select as many (or as few) adjectives as they wanted. As a general guideline, however, our Science team recommended selecting at least six adjectives to ensure the BA had sufficient data to provide an accurate readout. For leaders formally trained in PI, the M Score served as a useful tool for understanding when exactly individuals should consider retaking the assessment.

In PI2, we’ve embedded our scientific guidance right within the platform. Now, assessment takers must select the requisite number of adjectives to complete the assessment. As a by-product, the M Score no longer provided unique value. To avoid confusion, we decided to retire it from the PI platform.


Design features

Invite team members with a few clicks

We’ve streamlined the team creation process. Create a team from the Design home page, then edit that team to add peers or external parties. They’ll automatically be sent the Behavioral Assessment. 

Team Discovery can be a transformative process, so it’s important to have your full team represented. We hope these changes make for a smoother team-building experience.


We’ve simplified the sharing process

In the legacy experience, our Team Summary feature allowed you to copy a read-only link to your Team Discovery results. This feature made it so you could share team insights with anyone in your organization.

For PI2, we’ve made sharing even easier. Click the share button to the right of your team name, enter the email address(es) you’d like to share insights with, choose a permission level (either “View” or “Edit”), and then confirm. Recipients will automatically be invited to view/edit the team.


Diagnose features

Get faster, fine-tuned feedback with our new pulse surveys

Diagnose in the legacy experience lets you dig deep into the causes of engagement with our Employee Experience (“XP”) Survey. The XP is back in Diagnose in PI2, of course—but what if you want to monitor engagement more frequently than just once or twice a year?

We’ve heard this feedback from many of our Diagnose clients, and are pleased to share that we’ve added pulse surveys to the experience! At launch, you’ll have access to five mini-surveys that can be completed in 5 minutes or less, plus an “overall pulse” survey that takes 10 minutes. 

These surveys—which range in topic from job satisfaction to team trust—let you get focused feedback in a particular area of the employee experience. Use them in combination with the XP to follow up on critical areas of disengagement or track improvements over time.

We hope these pulse surveys will help you get the feedback you need, whenever you need it.


Create, send, and manage surveys with greater precision

Ever find yourself sifting through past XP surveys, struggling to find the exact one you need? We’ve redesigned the entire Diagnose experience to make creating, sending, and managing surveys a breeze.

You now have a “Survey Center,” which lets you manage all created surveys at a glance. Quickly sort by title, survey date, number of responses, and status (e.g., draft, scheduled, live). You’ll also be able to browse our list of surveys, preview question items, and schedule survey dates.

Note: All your historical XP data will be available to view in Diagnose in PI2 via PDF download. Feel free to download a backup of your data prior to upgrading, but it’s not necessary to do so.


We’ve made survey analysis easier (with more features on the way)

Once you’ve received survey responses, you can review the data using a dedicated Analysis tab for each survey. Here, you’ll see overall trends based on five scores—Engagement, Job, Manager, People, and Organization—and be able to explore your greatest engagement strengths and caution areas.

Beyond the analysis tools you see today, we have various additions, including heat mapping and year-over-year trends, that we will be rolling out later this year.


Team Reports aren’t ready yet, but are coming soon!

In the legacy experience, XP Survey results were presented both via an Organization Report and via individual Team Reports for teams of 5 or more. 

As a PI2 early adopter, you will only be able to view organization-wide XP results to start. But Team Reports are coming! We’ll have more to share in the coming months.

In the interim, we encourage you to send our new pulse surveys—including the Overall Pulse, which acts as a shorter-form XP survey—to individual teams whenever you wish to measure or act on team-level engagement insights.


Diagnose FAQs

How were these pulse surveys created?

Our pulse surveys were developed by our Science team, and have been tested and validated for their ability to measure employee engagement. 

“We developed our pulse surveys to target specific aspects of the employee experience (job, manager, etc.) so that organizations can understand what specifically they can change to increase employee engagement,” said Dana Auten, PhD, Manager of Product Science at PI. “We brainstormed the entire nomological network of what would fall under each category and then had our internal teams vote on which topics we felt would be most impactful and relevant for businesses and employees today.

“Once we decided on which topics to measure, our Science, Product, and Content teams collaborated to write questions that would accurately reflect each construct. We established a pool of over 200 items measuring these constructs, then refined, tested, and analyzed these items to determine which had the strongest item statistics and which were the most strongly linked to engagement. This research also allowed us to establish benchmarks that are based on a sample of 1,000 working adults in the U.S.”


What does the admin experience look like?

Diagnose admins and organization admins have unrestricted access to all Diagnose features. They can create surveys, edit all existing surveys, and view all survey results. Learn about Diagnose access levels.


Who has access to survey results?

Diagnose admins, organization admins, and full users are permitted to view all survey results. Limited users, by contrast, are not permitted to view survey results.

To restrict someone’s ability to view survey results, set their access level to limited.


What’s next?

We hope this resource provides all the information you need to smoothly transition and continue enjoying a fruitful PI software experience. We’ll be updating it regularly as we gather feedback from you, the user. If we missed anything, please use this form to let us know.

We’ll be hosting an Upgrade Support Webinar weekly allowing you and your colleagues to ask questions and learn best practices live and directly from our software experts.  Of course, your PI consultant is always available to help guide you through the transition, as well. 

If you encounter any bugs or technical issues with the software, please reach out to our User Operations team for assistance via this form

Lastly, we’re working to reduce the number of emails you receive from PI, but keep an eye out for our monthly feature release emails. We’ll be compiling all the most pertinent updates for you in one place, every month, and you can stay up-to-date by checking out our release notes page at any time. 

PI Basics – Build your PI Foundation PI Documentation Center Product feedback Release notes Upgrade Support Webinar

Feedback on this resource

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