A proactive approach to talent optimization with Predictive Index

Assessments are two of the most important aspects of PI. An employer can use a behavioral assessment to understand an employee's needs, motivations, and behavior based on their drives, needs, and motivations. As part of the second assessment, a person is asked to demonstrate their ability to learn, adapt, and process complex information. 

Fremont, CA: A company's business goals are unique to it. To achieve those goals, many organizations have a strategic plan, which is supported by a financial plan. What is most often missing is a strategy or plan for people. 

Your organization will not be effective if it does not have the right people or leadership to execute its strategy. 

The importance of optimizing talent lies in that fact. 

The cost of job misalignment

It is innate for a person to have behavioral drives and cognitive abilities. Consequently, hiring someone based only on their resume and interview is a risk, as you miss out on a key element: their personality. It might not work out well for them to be part of your existing team. Some people and roles might not be right for the company they were hired by. 

The cost of misalignment is also high. Taking on work that their misaligned team member should be doing is a risk factor for turnover for high-performing employees. In addition, customer retention can be negatively affected if job misalignment affects your customers.

It is challenging for companies to address performance issues even when they are able to observe them. People's unique drives are not considered in one-size-fits-all approaches to feedback, training, or performance improvement plans. It is the fit between the employee's job position, their manager, their team, and the company culture that affects their performance, morale, and even the success of the team.

It is possible to tailor your approach to fit the person's cognitive abilities and help them reach their goals if you have the tools to assess what drives them and what motivates them. Do they have the ability to change things in their current position? In this case, would they be a better fit in another position or department?

In addition to assessment tools, hiring processes benefit from them as well. Knowing what motivates people and understanding the job's behavioral requirements can help you align the right people with the right jobs, preventing misalignment from the start.

Take a look at Predictive Index®, a talent optimization platform, to see how it works.

The Predictive Index (PI)

Assessments are two of the most important aspects of PI. An employer can use a behavioral assessment to understand an employee's needs, motivations, and behavior based on their drives, needs, and motivations. As part of the second assessment, a person is asked to demonstrate their ability to learn, adapt, and process complex information. 

The use of both assessments contributes to the hiring and retention of talent.

Employees' drives can be predicted by a behavioral assessment, which allows employers to predict their behavior.

Using cognitive assessment, employers can predict whether an individual will be successful in a given position based on how well they can deal with the cognitive demands. 

If employees are looking to get promoted or move into a new position, the results of the two assessments will help them determine their strengths and weaknesses. Succession planning is especially beneficial in this regard. In order to identify those with potential, companies can use data-driven decisions to identify their existing bench of talent.