Predicting performance isn’t easy.
We’ve mastered the science to help you hire better.
The Science is Clear
- Pre-hire experience and education are weak predictors of job performance. They have very small to small correlations with Overall Performance, Organizational Citizenship Behaviors (OCBs), and Counterproductive Work Behaviors (CWBs).
- Psychometric tests are strong predictors of job performance. Psychometrically sound personality surveys and cognitive ability tests have strong correlations with performance, OCBs, and CWBs.
Most organizations have relied heavily on education and experience to screen out applicants. Fortunately, word is getting out that this approach doesn’t work. And, using these criteria as gates can perpetuate systemic biases that exclude people unfairly who may be able to do the job well and support your culture. Keep scrolling to learn more about our hiring assessments.
Hiring for Potential versus Experience
PCI’s remote hiring assessments give you highly predictive data, quickly, and at a price that doesn’t break your budget.
All of our assessments for selection are conducted remotely. This means your candidates spend less time and you spend less money. We also customize a menu of options based on your jobs, your budgets, and your preferences. Check out a sample menu.
Assessment for Hiring Process Overview
Candidates complete online psychometric tools that measure cognitive abilities relevant to the role, and the Five Factor Model (FFM) of personality. Additional tools are added by our psychologists based on the role requirements.
Our psychologists conduct phone interviews and give candidates feedback on the online assessment results. Because one size doesn’t fit all, we offer assessment options that do not have an interview component.
Our psychologists review the data, assign ratings, and provide interview questions so you can dig deeper into potential gaps. Most levels of assessment also include a custom-written analysis and recommendations.
Get More Bang for Your Buck
A key differentiator of our assessments for hiring is the utility at several stages of the employee lifecycle. While it is obviously used in recruiting, the value of the process doesn’t stop once the hiring decision has been made.
Improve HR Metrics
When selecting a hiring assessment partner, Quality of Hire is just one decision criterion. We understand that other metrics influence your decision. So, we track some of those for you. Click on the tabs to learn how our hiring assessments can help you improve some key HR Efficiency Metrics.
We help you hire faster by:
- Contacting candidates within 1 hour of receiving the request, often quicker
- Online testing options ranging from 60-mintues to 2.5 hours max.
- Offering evening and weekend interviews for busy candidates
- Industry-leading report turnaround – same day, 1-day, and 2 days max
We help you save money by:
- Creating a customized menu of pre-hire assessment options at different price-points
- Conducting all assessments remotely, so no travel costs (this also helps with time to fill!)
- Providing services at no extra charge. These include intake calls pre-assessment, debrief calls post-assessment, training end users, tracking metrics, and conducting group-level analyses
On average, 1 out of every 2 candidates we assess are hired because:
- We conduct the assessment after the person has engaged in structured interviews with the hiring team. Because many people have already been screen-out based on job-related criteria, you have fewer people to assess. This also saves you money!
- The richness of the selection assessment report, quantitative ratings, and debriefs with the psychologist provide hiring managers with predictive data. It gives them the information they need to make a sound decision and support the new hire’s success.
Onboard and Develop New Hires Faster
- Hiring reports include:
- Strengths to leverage to give the person quick successes
- Motivators and preferences that help to tailor the experience and engage the new hire
- How to address gaps, mitigate risks, and compensate for limitations.
- Tell us who you hired and we will create a Developmental Report for the individual describing the assessment results and providing suggestions for how to address their opportunities.
- Our research shows that 80% of people who received a PCI Developmental Report found it accurate, insightful, and useful in creating and implementing a developmental action plan.