Transcript: Using assessments

Welcome to Using Assessments. Click begin to start.

At The Predictive Index, we love and believe in our assessments and the proven science behind them. Our assessments provide really powerful data. But, with great power comes great responsibility. It’s up to you to use the assessments and data they capture responsibly. 

An assessment is a tool that helps collect data to evaluate something or someone. Organizations use different assessments to evaluate candidates, their people, and the overall business. The Predictive Index provides a suite of job, behavioral, and cognitive assessments to help organizations attract, hire, engage, and retain the best talent. Click on each assessment image to learn more. 

JOB The job assessment allows you to define the behavioral and cognitive requirements for a job to help target the right candidates for each position within your organization. It’s a great way for a team to get consensus about what a job requires.

BEHAVIORAL  The behavioral assessment provides a pattern of a person’s core drives that offer insight into their needs and behaviors to help predict workplace behavior. 

COGNITIVE  The cognitive assessment is a 12 minute, timed assessment that helps determine the right cognitive fit for a job. It provides insight into a person’s capacity to learn, adapt, and grasp new concepts. 

The data captured from PI assessments is awesome, but it should be considered as one metric in your HR processes. The assessments are not pass/fail, and they shouldn’t exclude candidates or employees from future opportunities. They just provide insight into your current and prospective employees. 

Decisions should not be made solely on assessment results, and we’re not saying that because we don’t believe in the data – far from it! But we understand that, although our assessments provide great value and insights, they alone do not provide the full picture of a person. When a candidate or employee walks through your organization’s front door, they aren’t just bringing their behavioral preferences and cognitive ability, they’re also bringing their education, skills, experience, and much more! 

Remember how we said with great power comes great responsibility? Employment law covers numerous topics, and may differ greatly by each state or country, so we can’t tell you how to use assessments or results. However, we put our best effort into making sure that the PI assessments are based on scientific research and are well constructed to be valid and reliable, but it’s up to you and your organization to use the assessments responsibly and fairly, and in accordance with all employment laws. 

Now, before you jump in and start using the PI assessments, we suggest you find your guidelines on access and use ahead of time. Let’s review some of the questions you may want to ask yourself to help determine your assessment guidelines. 

The first questions you may want to consider when it comes to PI assessments are: 

“What consent is needed” and “who has what access”? Check employee laws to determine what consent you may need from the assessment taker. Decide who has access to send and view results and keep in mind that you may want different administrators to have different access permissions when it comes to each assessment. 

You may also want to consider how you share the results of the assessments within your organization. For example, many organizations are open about sharing the results from the behavioral assessment while some organizations consider the results of the cognitive assessment to be more sensitive. 

If you are using the assessments in your hiring process, and we hope you are, then the next question you might ask is, “when should I send the assessments in the hiring process?” Again, your answer to this question could be different for each assessment. Some organizations may send the behavioral assessment automatically to any candidate that applies while the cognitive assessment may be sent after an initial phone interview. Or, some organizations might send both assessments later in the process. It’s really based on your organization’s preference. Once you have decided when to send the assessments, you may also want to check employment laws to determine how you provide assessment results to your candidates. 

The final question is, “how will you handle communication about the assessments?” You may consider customizing the instructions or information you provide about the assessment and why you are sending it. The PI software has built-in messaging, but some organizations choose to provide more background on how the results will be used. Sample verbiage is available. How you communicate the use of assessments can have a great impact on how your candidates and employees view the assessments. 

Doing the work to set your assessment guidelines up first can set you up for success for using assessments in your company and help get you on the way to your better work, better world. 

Now that you’ve learned about using assessments, take a moment to check what you’ve learned. 

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