Bring predictability and reliability to your hiring process.
Gut feel is not a good enough reason to hire someone. Neither is relying solely on past performance indicators like GPA, references, or a pedigreed resume. Instead, turn to hiring tools that incorporate behavioral and cognitive insights. This is the best way to predict how a candidate will think and work.
Ready. Aim. Hire.
Know who you’re looking for before they step into your office for an interview. Start by defining job requirements. The PI software guides you through setting behavioral and cognitive Job Targets. If you’re not sure where to begin, tap into the wisdom of thousands of hiring managers by using a benchmark.
Save time with Match Score.
Cut down the time it takes to screen candidates. As they complete their PI Behavioral Assessment™ and PI Cognitive Assessment™ they’re assigned a Match Score from 1-10. The best fits for the role float to the top of the list. Mark your favorites to speed up your hiring process.
Interview with confidence.
To bring structure to your interviews, the Interview Guide shows you how a candidate’s behavioral drives and needs align to the the target you have set. Use the recommended questions to probe for gaps and to confirm fit.