Candidate Assessments
Hire smarter and onboard faster with science-backed candidate assessments and expert advice.
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 customize a menu of options based on your specific hiring needs and talent assessment budget. With 5 options to choose from, and customizations within each option, we have what you need to hire smarter at all levels.
Improve your hiring metrics with tailored assessments.
We've described each of the 5 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.
High-touch Comprehensive Assessment
Avoid costly hiring mistakes at senior levels.
Our highest-touch option is most commonly used for senior leader and executive hiring. Just 2 hours of psychometric testing, a 1-hour phone interview, and a 4-to-5 page report custom written by a PCI psychologist.
We understand that executives are busy and you risk losing strong candidates if you don't move quickly. So, we offer evening and weekend interviews. And, we deliver the report within 1 business day so you have the data you need to make the right decision.
Request a sample candidate assessment report.
Let us know the types of roles you're considering assessing and what level(s) of reporting you'd like to see.
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
High-touch Streamlined Assessment
Use data-driven insights to build your pipeline.
This is similar to Level 1 but with a shorter, custom-written report (2 pages). It's ideal for hiring managers who want hard data and tailored recommendations but fewer details. Typically, this is used to hire managers and key professional roles that require critical thinking and influencing skills.
Psychometric Summary
Get a custom-written overview to help determine next steps.
This is a popular option for hiring entry-level professionals or front-line managers. We administer fewer tests and the interview is optional. However, you still get data-based competency ratings and a full page of custom-written interpretations. And, our psychologists include interview probes so you can learn more about the candidate's potential gaps and make an informed hiring decision.
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
Assessor Rated Dashboard
Progress strong candidates to final interviews confidently.
With just 45 to 60 minutes of testing, you get same day results with psychologist-assigned ratings and a custom-written overall recommendation. Our clients often use this employee selection tool for software engineers, analysts, and other entry-level professionals. And, recruitment teams like the psychometric testing for hiring because they get hard data that predicts performance quickly.
Automated Candidate Testing
Quickly screen out unsuitable candidates with hard data.
While we specialize in conducting robust psychologist-led assessments for professionals through executives, some of our clients need off-the-shelf pre-employment testing options for hourly or high volume hiring. So, we partner with companies like Talogy and Hogan to offer a wide range of candidate screening tools. We'll recommend the best ones for your needs and provide expert interpretation.
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
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 consultants work with you to customize placement of the assessments to ensure maximum utility and efficiency. If you'd like to talk with an organizational psychologist about your hiring funnel, click here.
