Executive Assessments
Not all executive assessments are created equal. Ours have industry-leading predictive validity at a reasonable cost.
PCI's Executive Assessment ProcessÂ
The process steps are the same, whether you're using it for hiring, development, or succession planning.Â
Intake Call
Discuss culture, role, and success criteria with a PCI Psychologist.
Assessment
2-hour online test battery followed by a 1-hour phone interview with a business psychologist.
Report Delivery
Receive a comprehensive, custom-written report in 1 to 2 days after the interview.
Debrief & Support
Review results with the hiring team; optional developmental planning session and coaching for internals or new hires.
What Sets PCI Apart?
Receive tailored assessment reports, executive summaries, and dashboards to meet your specific needs. And, we can even measure your competencies and core values.
Objectivity in Every Step
We don't recruit.
It's hard - if not impossible - to be both advocate and judge, so we don't do executive search. We do executive assessments, and we do it very well. Because we have no stake in the game, you get an unbiased, objective evaluation - every time.
We do Non-invasive, Structured Interviews.
We don't ask about a person's upbringing, childhood experiences, or decisions they made decades ago. These things are subjective, don't predict well, and make people uncomfortable. And, we ask the same questions every time to evaluate their motivations, personality, leadership style, and self-awareness.Â
We don't evaluate experience or "pedigree."
Why not? Because they are poor predictors of job performance. Also, you don't need a psychologist to tell you what prior experiences are needed. You and your search firm can do that.
We weight psychometrics heavily.
Scores for all participants are compared to PCI's proprietary norm group and those percentiles serve as the basis for our ratings. Interviews provide secondary data that improves the preciseness of our interpretations of the test data.
We conduct peer reviews.
Two psychologists review the test data and interview notes, and assign ratings independently. Then, they come to a consensus using data-driven arguments. Finally, they discuss key strengths and gaps to gain alignment and ensure objectivity.
Interviews are voice only.
This approach eliminates biases that can result from the person's mannerisms, appearance, and workspace.Â
Experience the Difference
Get More. Pay Less.