Candidate Assessments
PCI’s candidate assessments show you how each candidate is likely to perform in the role. Our psychologists tailor every assessment to the job, from entry-level professionals to the C-suite. You get clear, practical advice to hire smarter and onboard faster.
Predicting performance is hard. We simplify it with science.
All of our candidate assessments include psychometric tools interpreted by business psychologists. That's because they are strong predictors of job performance, organizational citizenship behavior, counterproductive work behaviors, and just about any other work-related outcome you can imagine.
Candidate Assessment Options
We tailor every assessment to your hiring needs and budget. Compare our four options below, then talk with us about the right mix for your roles.
Swipe to compare all four options →
| What's included | SignatureVP & C-suite | StreamlinedDirectors | SummaryMiddle managers | SnapshotFront-line managers & individual contributors |
|---|---|---|---|---|
| Intake call | ✓ | ✓ | — | — |
| Resume and job description review | ✓ | ✓ | ✓ | ✓ |
| Psychometric testing | 2 hours | 2 hours | 1.5 hours | 1 hour |
| Interview with a psychologist | 1 hour | 1 hour | 1 hour | — |
| Custom-written summary of key strengths and gaps | 1 page | 1 page | 1 page | 1 paragraph |
| In-depth custom-written narrative | 4 pages | 1 page | — | — |
| Custom-written onboarding suggestions | ✓ | ✓ | — | — |
| Ratings on job-related traits and competencies | ✓ | ✓ | ✓ | ✓ |
| Psychologist's recommendation | ✓ | ✓ | ✓ | ✓ |
| Follow-up interview questions | ✓ | ✓ | ✓ | ✓ |
| Debrief with the psychologist | ✓ | ✓ | — | — |
Role levels are recommendations. Signature and Streamlined are typically used with finalists. Summary and Snapshot often take place earlier in the hiring process.
Improve your hiring metrics with tailored assessments.
We've described each of our four assessment options in more detail below, including the most common applications. However, every talent acquisition team has unique challenges that impact their metrics. And often, the challenges are different depending on the role. So, whether you want to improve time to hire, assessment to hire ratio, cost per hire, or quality of hire, we'll craft a set of solutions to meet your needs. For more on choosing the right tools, read How to Choose Pre-employment Assessment Tools for Smarter Hiring and Experience Doesn’t Predict Job Performance. So What Does?
Signature Assessment
Get the full picture before a high-stakes hire
Our most in-depth assessment. Candidates complete 2 hours of psychometric testing and a 1-hour interview with a PCI psychologist. You get a 5-page custom-written report, onboarding suggestions, and a debrief with your psychologist. We offer evening and weekend interviews so you don’t lose strong candidates, and we deliver the report within 1 business day.
“We really enjoy our relationship with PCI and their ability to get us the best people. When we started working with them, they took the time to understand who we are and our culture—culture is key—so they would know if folks would fit. I absolutely swear by their process. It has worked for us over the decades.”
— Richard Hamilton, Former Chairman of the Board, AAA East Central
Streamlined Assessment
The same rigorous process, in a quicker read
The same testing, interview, and debrief as Signature, with a shorter 2-page report. It’s ideal for hiring managers who want hard data and tailored recommendations without as much detail.
“We have been working with PCI for over 20 years, and we will not make an employment offer without having a candidate’s PCI talent assessment. These assessments are the little “g”/little “t” gospel truth about each individual’s skill sets and work style and are indispensable for our hiring process. The information presented is invaluable and has been proven time and again to be incredibly accurate and meaningful."
— Darrin D., President and CEO
Summary Assessment
The essential insights, when budgets are tight
Candidates complete 1.5 hours of testing and a 1-hour interview with a psychologist. You get ratings on the traits and competencies that matter for the role, a 1-page summary of key strengths and gaps, a hiring recommendation, and follow-up interview questions.
"PCI’s assessment tools and expert insights have transformed how we evaluate talent at Pet Honesty. Unlike traditional interviews that focus on past experience or references, PCI’s forward-looking approach measures cognitive ability and behavioral fit directly against the job description. The result is clear, metrics-based guidance that helps us predict future success, avoid costly missteps, and make confident hiring decisions. Their partnership has been invaluable."
— Gretchen Crist, Chief People and Culture Officer
Snapshot Assessment
Screen out poor fits early in your hiring process
One hour of testing, no interview. You get psychologist-assigned ratings, a custom-written paragraph on key strengths and gaps, and a ecommendation on whether to move each candidate forward. For candidates who advance, follow-up interview questions help you probe potential gaps.
See a sample report
Tell us the roles you’re hiring for and the level of detail you need. We’ll send you a sample report so you know exactly what to expect.
How Candidate Assessments Fit into the Selection Process
An efficient selection process works like a funnel. Each step should add unique value and screen out an appropriate percentage of candidates. Factors that impact the placement of PCI's assessments include:
- the number of candidates applying for the role
- the availability of internal interviewers
- time and costs for hiring team interviews
- cost of travel for onsite interviews
- time to complete the assessment
- cost of the assessment
Our psychologists work with you to place each assessment where it adds the most value.
Hiring the right people doesn't have to be hard.
PCI's experts are here to help.
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