Hiring Solutions

Leverage science-based assessments to predict performance and select the right people.

How we help.

We leverage science to build and deliver robust assessments that accurately identify how likely a person is to exhibit the 3 behavioral clusters of high performers:
  1. the ability to do the job (CAN DO)
  2. the drive and work ethic to do it well (WILL DO)
  3. the disposition to act in ways that align with your culture (HOW DO)
Typically, you use structured interviews - one of the best predictors of performance - to narrow down a short list. Then, those candidates participate in the PCI assessment, which includes 3 of the best predictors of success - compound personality traits, cognitive ability, and leadership style AND an optional structured interview.

Click here to learn about our approach

35 %

of new hires can't learn the job fast enough

Because the hiring team
Misjudged CAN DO

54 %

of new hires don't produce proper quality of work

Because the hiring team
Misjudged WILL DO

50 %

of new hires don't get along well with others

Because the hiring team
Misjudged HOW DO

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.

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Discover practices with Dr. Keith Francoeur

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

Keith is responsible for designing PCI's hiring solutions that are grounded in sound theory, backed by rigorous scientific research, and flexible enough to meet a variety of client needs.

Contact him directly: kfrancoeur@pciassess.com 

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