Validated Talent Assessments
Our leadership assessments work. The proof is in the numbers.
What is a validated talent assessment?
Validation is the process by which something is proven to be accurate. The most common way to prove that a talent assessment is accurate is to conduct scientific validation studies. This involves using statistical analyses to investigate the relationship between assessment scores and work-related outcomes.
At PCI, we start by using psychometric tools that have been validated by the test publishers as being accurate predictors of job performance. But unlike many firms that conduct leadership assessments, we don't stop there. We conduct studies to see how well our psychologists' interpretations of the test battery predict workplace outcomes.
How can I compare validity across assessment providers?
Psychologists use a statistic called "effect size" to measure how well talent assessments predicts work-related outcomes. The scale goes from 0 to 1.0, as shown in the graphic below. So, you just need to ask the firms that you're considering as a partner to provide you with summaries of their validation studies. Keep scrolling to see ours.
Scientific Precision You Can Trust
A meta-analysis published in the prestigious Journal of Applied Psychology included studies conducted by a variety of firms who conduct individual assessments. Effect sizes in those studies ranged from.00 (no relationship) to .50 (very large relationship). This means that some firms are selling assessments that don't work!
PCI's validation studies consistently place us at or above the top end of that range. That means that when you partner with us, you can be confident that you investing wisely in your organization's future.
PCI's Validation Studies at a Glance
Below is a sampling of results from the many validation studies we've conducted for our clients.
Hire for Critical Leadership Competencies
A common approach that we take in our validation studies is comparing our competency ratings with those of their supervisors a year or more after the candidate is hired. We use a structured process to map test data to your competencies and a peer review process to ensure objectivity. This allows us to reliably rate each candidate and predict specific on-the-job behaviors.
Reduce Turnover
PCI's assessments have been proven to accurately predict how long a candidate is likely to stay at an organization. That's because we interpret the data within the context of the role requirements and the company culture. And, we know what traits predict turnover, like being disagreeable and having low stress tolerance, and can measure them accurately.
Hire & Promote High Potentials
Our executive assessments predict advancement potential very well. That's because we measure things that are not observable in interviews or reflected in performance ratings. Learn how we predict high potential talent.
The grocery chain study underwent peer review by the Society for Industrial and Organizational Psychology (SIOP) and was presented at the annual conference. And, it was included in a meta-analysis on individual assessment validity published in the esteemed, peer-reviewed Journal of Applied Psychology.
Predict Business Outcomes
In this study, we tracked leaders who were hired with the PCI assessment over a span of 3 years. Year over year, those with higher Overall PCI Ratings were more likely to reach business goals than those with lower ratings. So, this means that organizations get strong ROI when they use PCI's assessments as a hiring tool.
Ensure Fairness While Predicting Success
This study included 253 Professionals through Senior Executives hired with the PCI assessment. Supervisors later evaluated their overall performance and advancement potential using PCI's confidential survey (i.e., ratings were not disclosed to the organization, thereby eliminating political biases). The organization also provided EEOC data so we could look at group differences in the PCI overall Rating. As expected, there were no significant differences among groups. That's because we evaluate the whole person (i.e., cognitive ability plus personality and leadership style) using objective tools and a peer review process.
Start Achieving Meaningful Outcomes
Let's talk about the outcomes we can help you to achieve with our validated talent assessments.
