10 ways talent optimization is transforming the VPs of Human Resources

The essence of leadership is aligning employees with business strategy—and that begins with taking an intentional and data-driven approach to building and supporting your teams. Here are ten fundamental ways you, as a VP of Human Resources, can embrace talent optimization with The Predictive Index platform.

See talent optimization in action

Using talent optimization, VPs of Human Resources can:

1. Map people strategies to business strategies

Your CEO hired you to be a true strategic partner. And according to a survey of 156 CEOs, strategy development and talent strategy are CEOs’ top two priorities. The best VPs of Human Resources find ways to map their talent strategy to their business strategy.

2. Analyze teams’ collective behavioral patterns

Experienced VPs of Human Resources know that every team has behavioral patterns that will dictate the way they think and work. Adopt a framework that lets you easily identify and interpret those patterns.

3. Analyze which behavioral profiles thrive in different roles

Most VPs of Human Resources aren’t certified psychometricians. But with the right platform, you don’t have to be. You can use behavioral science to properly define the types of people who thrive in your key roles.

4. Create cognitive and behavioral job targets

You’re well aware that who you hire makes all the difference. All too often, organizations make hiring decisions based on the wrong set of criteria. Many VPs of Human Resources are implementing a system of setting behavioral and cognitive targets to help them get the right people on the bus. Are you ready to join them?

5. Predict natural learning ability

General cognitive ability is the #1 predictor of job success. Yet many companies hire based on what college someone went to or what certifications they’ve acquired. Both are terrible predictors of on-the-job success. Cognitive assessments give you an easy way to measure what actually matters.

6. Refine hiring processes
(at scale)

How do you build a recruitment organization that is both wildly efficient and wildy effective? Give your recruitment team the best tools to evaluate job applicants based on how those candidates think and work. Then give them tools to see how candidates stack up based on behavioral and cognitive fit.

7. Use dynamic interview tools

Bring structure to your interviews with tools your interviewing teams can use. For example you can give teams guides that are dynamically customized for each candidate and show how a candidate’s behavioral drives and needs align with the job.

8. Set every new employee on a path of continuous improvement

After the offer letter is signed, you need to set your new employees up for success. Give them ways to enhance their own self-awareness and visibility into where they may need to modify their work styles.

9. Give people managers customized tools for each employee

As a VP of Human Resources, you may be in charge of people strategy at your company. You’re at the mercy of your managers when it comes to how people experience their day-to-day work lives. And too often, managers lack tools to help them coach people more effectively. Give them guides to assist them.

10. Create an amazing work environment and culture

Using all of these tools, you’ll be building a more self-aware and more resilient organization. That pays dividends in a better culture, better morale, and better performance. The Predictive Index is the only comprehensive talent optimization platform. We are the testbed for all the products and services we release. We also happen to have a 4.9 rating on Glassdoor.

Granite Group logo

PI's Talent Optimization process allows us to close the talent gap and align our people strategy with our business strategy, ultimately helping us grow and thrive as a culture, and a profitable business.

Tracie Sponenberg SVP of Human Resources, The Granite Group

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