Hire the Right Candidate

The Science of Predicting Performance

The best tools for predicting job performance may surprise you

High performers have 3 things - the ability to do the job (CAN DO), the drive and work ethic to do it well (WILL DO) and the disposition to act in ways that align with your culture and values (HOW DO). But most people don't know how to measure these things in the hiring process. By using PCI's science-based talent assessments, you can avoid common mistakes that managers who hired low performers realized they made.

Using all 3 methods that have strong correlations (r = .50 or higher) with job performance is not as costly or time-consuming as you may think. Our experts are here to help you design an efficient hiring process, from resume screening through onboarding and beyond.

35 %

Misjudged CAN DO

Percentage of bad hires that could not learn the job fast enough

54 %

Misjudged WILL DO

Percentage of bad hires who did not produce proper quality of work

50 %

Misjudged HOW DO

Percent of bad hires that did not get along with others

What Does PCI Measure?

CAN a candidate do the job?

Not all candidates can perform the job tasks well, even if they have many years of experience doing them at other companies. PCI measures the single best predictor of CAN DO - cognitive ability by using scientifically validated, objective tests that take only 25 minutes to complete.

WILL the candidate do the job?

Even if candidates have the ability, not all will have the motivation to excel in the target role. Our assessment reliably and accurately measures the single best predictor of WILL DO - conscientiousness by using reliable, valid personality tests.

HOW will the candidate do the job?

PCI uses personality and leadership surveys validated for use in hiring to predict Organizational Citizenship Behaviors (OCBs), Counterproductive Work Behaviors (CWBs), and job satisfaction of direct reports, which are the best predictors of culture fit and turnover.

Business Impact of Quality of Hires

It's not just about avoiding bad hires

Low performers increase work burden on Average and High performers, leading to stress, job dissatisfaction, and turnover.

Low performers are a time drain on their supervisors who spend 17% of their day managing them.

Average performers are less productive than high performers, and the differential is astronomical in higher complexity jobs.

High performers are more likely to create a culture of innovation and excellence, thereby attracting candidates who share those values.

The Job Performance Equation

The 3 keys to predicting performance

Individual Differences in Knowledge & Skills

Candidates differ in their levels of functional knowledge and technical skills. Since 1/3 of candidates admit to lying on their resume, consider using job sample exercises, structured interview scenarios, and technical tests.
Individual Differences in Abilities & Traits

Candidates differ in their cognitive abilities, the "Big 5" personality domains, and leadership style, all of which are strong predictors of job performance and other critical business outcomes. These are best measured by using PCI's objective, reliable, and valid talent assessments.
Situational Factors

You have some control over factors that can influence performance. For example, by setting clear expectations, rewarding desired behavior, and providing timely, consistent, and concrete constructive feedback when needed, you may be able to get the individual to display behaviors that do not come naturally to them. For each assessment, PCI's experts help you to identify what you may be able to control and develop, setting the hiring manager and new hire up for success.

Learn More About Hiring Talent

Discover best practices with Dr. Keith Francoeur

Keith Francoeur, Psy.D. Vice-President, Assessments LinkedIn Profile

Learn more about how PCI's talent assessments can take your hiring to the next level and give you the competitive edge: kfrancoeur@pciassess.com

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