Our Results

Validated Talent Assessments

Our assessments work. Here’s the proof, from validation studies using our clients’ own data.

Schedule a 30-Minute Consultation You’ll speak with an organizational psychologist.

Results at a glance

42%lower turnover for hires assessed by PCIGlobal nonprofit · 533 hires

85%match between PCI’s potential rating and later 9-box placementGrocery chain · 206 leaders

.48correlation between PCI’s rating and supervisors’ confidential performance ratings253 hires · very large effect

What is a validated talent assessment?

Validation proves that an assessment predicts what matters. A validation study compares assessment results with real work outcomes, like performance ratings, promotions, and turnover.

Most firms rely on the test publishers’ validation. PCI goes further. We study how well our psychologists’ interpretations of the full assessment predict outcomes for our clients.

How can I compare validity across assessment providers?

Psychologists use a statistic called "effect size" to measure how well talent assessments predict work-related outcomes. The scale goes from 0 to 1.0, as shown in the graphic below. So, you just need to ask the firms that you're considering as a partner to provide you with summaries of their validation studies. Keep scrolling to see ours.

Scientific Precision You Can Trust

A meta-analysis published in the prestigious Journal of Applied Psychology included studies conducted by a variety of firms who conduct individual assessments. Effect sizes in those studies ranged from .00 (no relationship) to .50 (very large relationship). This means that some firms are selling assessments that don't work!

PCI's validation studies consistently place us at or above the top end of that range. That means that when you partner with us, you can be confident that you're investing wisely in your organization's future.

Predicting overall job performanceEffect size: how strongly assessment results relate to later overall job performance ratings

0.10.20.30.40.50.60.70.80.901.0

PCI

Range for assessment firms in published research (.00 to .50)

0 = no relationship, no value in talent decisions1.0 = perfect prediction, which is impossible

.10Small.20Medium.30Large.40+Very large

PCI's Validation Studies at a Glance

Below is a sampling of results from the many validation studies we've conducted for our clients.

Hire for Critical Leadership Competencies

A common approach that we take in our validation studies is comparing our competency ratings with those of their supervisors a year or more after the candidate is hired. We use a structured process to map test data to your competencies and a peer review process to ensure objectivity. This allows us to reliably rate each candidate and predict specific on-the-job behaviors.

PCI’s pre-hire ratings vs. performance ratings after hireEffect sizes; .30 = large, .40+ = very largeFortune 500 company · 53 senior leaders

Stress tolerance.57

Treats others with dignity and respect.50

Analytical thinking.45

Emotional intelligence.37

Large privately owned company · 44 leaders

Command skills.53

Managing vision and purpose.46

Develops direct reports.30

Reduce Turnover

PCI's assessments have been proven to accurately predict how long a candidate is likely to stay at an organization. That's because we interpret the data within the context of the role requirements and the company culture. And, we know what traits predict turnover, like being disagreeable and having low stress tolerance, and can measure them accurately.

Global manufacturer · 77 external hiresPercent still employed, by PCI overall rating

Above Average100%

Satisfactory77%

Marginal56%

Hires made over 2+ years; employment checked at the end of the study. All 11 hires rated Above Average were still there.

Same study

79%were performing better than expected for their role and tenure, according to their supervisors (48 hires). For the few performing poorly, supervisors named the same gaps PCI flagged.

8 of 12Satisfactory hires who later left had a warning in their PCI report.

Global nonprofit · 533 hiresPercent turnover

Hired with PCI (95)25%

Hired without PCI (438)43%

Hire & Promote High Potentials

Our executive assessments predict advancement potential very well. That's because we measure things that are not observable in interviews or reflected in performance ratings. Learn how we predict high potential talent.

Peer reviewed Our research holds up to scientific scrutiny

Our grocery chain study of 206 leaders was:

Peer reviewed by the Society for Industrial and Organizational Psychology (SIOP)
Presented at SIOP’s annual conference
Included in a meta-analysis published in the Journal of Applied Psychology

B2C retailer · 60 leadersPercent nominated for succession, by PCI rating

Highest PCI rating48%

Middle PCI rating37%

Lowest PCI rating15%

Grocery chain · 206 leaders

9-box hit ratePCI’s pre-hire potential rating matched the leader’s later 9-box placement 85% of the time.

85%HIT

Predict Business Outcomes

In this study, we tracked leaders who were hired with the PCI assessment over a span of 3 years. Year over year, those with higher Overall PCI Ratings were more likely to reach business goals than those with lower ratings. So, this means that organizations get strong ROI when they use PCI's assessments as a hiring tool.

Company performance ratings, by PCI’s pre-hire ratingAverage annual rating from the company (60% business goals, 40% behaviors) · chart starts at 2.5

3.93.63.3

3.83.63.3

3.93.63.4

2009n = 482010n = 542011n = 57

PCI overall rating:OutstandingAverageMarginal

Ensure Fairness While Predicting Success

This study included 253 Professionals through Senior Executives hired with the PCI assessment. Supervisors later evaluated their overall performance and advancement potential using PCI's confidential survey (i.e., ratings were not disclosed to the organization, thereby eliminating political biases). The organization also provided EEOC data so we could look at group differences in the PCI overall Rating. As expected, there were no significant differences among groups. That's because we evaluate the whole person (i.e., cognitive ability plus personality and leadership style) using objective tools and a peer review process.

253 professionals through senior executivesPCI overall rating vs. confidential supervisor ratings

.48Very largeOverall performance

.38LargeAdvancement potential

Group differences in the PCI overall ratingFor employees with EEO data

Gender118 men, 63 womenNo significant difference

Race61 White, 20 not WhiteNo significant difference

Protected status81 protected, 108 notNo significant difference

Start Achieving Meaningful Outcomes

Let’s talk about the results our assessments can deliver for you.

Schedule a 30-Minute Consultation

Explore Our Services

Executive AssessmentsHire the right leader and avoid costly mis-hires.Learn more → Candidate AssessmentsPsychologist-led assessments for every level of hire.Learn more → Succession PlanningKnow who is ready to step into key roles.Learn more → Leadership DevelopmentAssessment, 360 feedback, and coaching that change behavior.Learn more →