Validated Talent Assessments We conduct research so you can make better talent decisions.
Scientific Precision You Can Trust
Validated talent assessments are crucial for informed hiring decisions. A meta-analysis published in the Journal of Applied Psychology revealed an effect size of.30—indicative of a strong relationship—between Individual Assessment ratings and Supervisor ratings of performance. This analysis included data from various executive assessment firms, where individual study effect sizes ranged from.00 (no relationship) to.50 (very large relationship). Our assessments consistently achieve high effect sizes, positioning us among the most effective in predicting job-related outcomes.
A Sampling of Case Studies
Global Manufacturer
Sample Overview: 253 professionals through senior executives who participated in PCI’s Assessment during the hiring process.
Methodology: We implemented a confidential survey completed by supervisors to evaluate the performance of their direct reports who had participated in the assessment 1 to 5 years earlier. This approach minimized potential political biases, as the ratings remained undisclosed to the organization.
Key Results
Very Large Effect Size (.48) for the relationship between PCI Ratings and Supervisor Ratings of Overall Performance.
Large Effect Size (.35) for the relationship between PCI ratings and supervisor ratings of advancement potential.
No Group Differences: An examination of North American participants revealed no significant differences in PCI Overall Ratings based on gender or race, underscoring our commitment to equity in assessment outcomes.
Fortune 500 Company
Sample: 52 global senior leaders selected through PCI’s Executive Assessment process.
Methodology: This client utilized a global competency model evaluated through both PCI’s executive assessment process and supervisor ratings during annual performance reviews.Â
Key Results
Large to Very Large Effect Sizes for the relationship between PCI Ratings and Supervisor Ratings on critical competencies necessary for success.
US Grocery Chain
Sample: 206 leaders hired through PCI’s Executive Assessment and subsequently evaluated by the company’s Talent Review Committee.
Key Results
85% Hit Rate: Achieved strong alignment between the Talent Review Versatility Rating and the Overall PCI Rating.
Acknowledgments: This study underwent peer review by the Society for Industrial and Organizational Psychology (SIOP), was accepted and presented at the 2013 SIOP Conference, and featured in a meta-analysis on assessment validity published in the esteemed, peer-reviewed Journal of Applied Psychology.
Broadline B2C Retailer
Sample: 60 leaders who participated in the PCI Executive Assessment pre-hire were monitored across a 4 year span with internal metrics.
Key Results
Large to Very Large Effect Sizes (.36 to .68 range) for the relationship between PCI's competency ratings and supervisory performance ratings on those same competencies.
Higher Overall PCI Ratings were associated with more promotions, a greater likelihood of being nominated for succession, and very little chance of being rated low in the 9-box. Â Â
Global Company with Three Sectors
Sample: 77 leaders hired through the PCI Executive Assessment (EA) process.
Outcome Variables: Supervisor ratings were collected via a confidential survey, along with turnover statistics.
Key Results:
Large Effect Sizes (.4 - .47) for the relationship between PCI's Overall Rating and Supervisory Ratings of Performance and Potential.
Lower Overall PCI Ratings predicted Significantly Higher Turnover. Every hire rated above average by PCI was still employed 1 to 3 years post-hire.Â
Beyond the Numbers
Transforming Data into Narratives
While validity statistics show the power of our expert ratings, talent decisions shouldn't be made based solely on numbers. At PCI, we pride ourselves on transforming these figures into meaningful narratives through our custom-written reports. Our reports do more than present data; they integrate objective insights and personal interview findings, providing a clearer picture of how an individual is likely to perform in the workplace.
Tailored to Your Organization
By considering your organizational culture and specific role requirements, we customize our reports to fit your unique needs. This approach ensures you receive a comprehensive view of each candidate, enabling informed hiring decisions that align with your company’s goals and values.