X-ray vision for your jobs

Too often, you discover that the people you hired don’t seem to be the same people you interviewed. Hiring is a tricky game indeed. But there’s a better way to play that game.

Play the PI Hiring Game

Most people begin the hiring process with a job description and a stack of resumes.

Job descriptions may tell us a lot about tasks and skills, but they tell us little about the kind of person who will succeed best in that job.

This creates a huge disconnect for hiring managers trying to match real people to job descriptions. Most of us cross that chasm by relying on “gut instinct” and pay the price down the road. According to research, 46% of new hires fail within 18 months.*

There’s a better way to evaluate candidates—one that’s built on proven science, and focuses not solely on tasks and skills but on the behavioral traits and cognitive abilities that will ensure a candidate will succeed in your new role: PI Job Assessments and PI Job Targets.

See how

job targeting
PI changes the hiring game

What if you could predict a candidate’s behavioral fit for the job before you hired them?

Play the PI Hiring Game
Woman looking at computer

Create job targets before your job postings go up

PI gives you unlimited access to our simple Job Assessment. Completing this process helps you X-ray each job and identify the underlying traits that will lead to success in each specific role. The Assessment can be created by a single user or taken collaboratively by team of stakeholders. Once all the input is given, we’ll generate a job target that will serve as your guide to making a great hire.

Remove bias from hiring

We all have biases that sneak into our decisions—whether we recognize them or not. By creating objective measures of both the job and the candidate, we inoculate ourselves against those biases. Plus, behavioral drives and cognitive ability have been proven to be strong predictors of job performance. Having this information is a powerful tool for both your recruitment and your development efforts.

Define your existing roles

Don’t stop with new hires. Use the Job Assessment to objectively assess all the roles in your organization—even the filled ones. Job targets should be used as a fundamental part of your talent strategy and succession planning, and are a critical tool for coaching and employee development.

*https://www.leadershipiq.com/blogs/leadershipiq/35354241-why-new-hires-fail-emotional-intelligence-vs-skills

PI changes the hiring game

Diagnose a job and create a job target to see how it works.