You will use the Predictive Index (PI) Assessment to understand more about a candidates' drivers, needs, motivations, and communication traits. The results quantify workplace behavioral traits in areas that provide enormous insight into how someone will behave at work. You will request PI assessments for top candidates when hiring for Lead Teller (LT), Client Experience Manager (CXM), and Regional Experience Manager (RXM) positions.
PI assessment results are based on these 4 factors:
- Dominance: The drive to exert one's influence on people and events.
- Extraversion: The drive for social connection with other people.
- Patience: The drive for consistency and stability.
- Formality: The drive to conform to rules and structure.
Report Contents
After a candidate completes the assessment, you will receive the following information:
- Behavioral Report - The candidates' profile, behavior pattern, strongest behaviors, a summary, and strategies for managing the person on the job.
- Candidate Interview Guide - This document contains the Candidate vs Job comparison and candidate-specific questions you will use to conduct a follow-up interview with the candidate.
Interpreting the Report
Assessments are a useful tool in understanding more about the behaviors, preferences, and style a candidate will bring to a position, but a person is much more than a report can measure. You will use the assessment results in conjunction with the candidate's responses during the initial interview, the traits and experience they bring to the role, and your impressions of their fit within our culture.
Click on the tabs below to learn more about how you will use the assessment results during the hiring process.
Reference Profile
PI assessments generate 17 unique reference profiles. The candidate's profile is listed at the top of the Assessment Summary document.
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Analytical Profiles Are more dominant than extroverted and work at a faster pace. They are generally more task-oriented as opposed to people-oriented. |
Analyzer
Controller
Specialist
Strategist
Venturer
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Social Profiles Are more extroverted compared to other behavioral drives. In the workplace, people in this group tend to focus on relationships. |
Altruist
Captain
Collaborator
Maverick
Persuader
Promoter
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Stabilizing Profiles Have a low amount of extroversion and dominance, with high patience and formality. People with these profiles are generally steady, detailed, and work well with structure and processes |
Adapter
Craftsman
Guardian
Operator
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Persistent Profiles Are more dominant than extroverted, with a high amount of patience. In the workplace, people with these profiles are generally task-oriented and deliberate and thrive when they have control over their own work. |
Individualist
Scholar
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See: Managers Guide to Reference Profiles.pdf for detailed information about each profile.
Behavioral Pattern
Each of the four primary factors is a drive to behave in a particular way, and each is different than the others. All people have all 4 factors in their total behavior pattern. The assessment summary includes 3 behavior patterns to describe the individual's full behavior pattern:
- Self: Basic motivations and needs. This describes the behaviors that come naturally.
- Self-Concept: How the individual thinks they need to adapt to what others expect.
- Synthesis: The average of Self and Self-Concept
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Using the Assessment Summary
The Assessment Summary clearly describes what you can expect from the candidate's workplace behaviors. To determine fit, compare the candidates' results to the needs of your team and the requirements of the role.
Always consider all data (work experience and achievement, education, job requirements) along with the assessment results when deciding to hire a candidate.
Using the Interview Guide
You will print and use this guide to conduct follow-up interviews with your top candidates. Then return your notes from each interview to the Hiring Coordinator to close the position and complete the interview file.
This document contains 2 critical sections:
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Behavioral Comparison - Candidate versus Job
This section provides the candidate's synthesis pattern in relation to the job as a visual overlaid with the job target range for each factor. The dots represent the candidate's pattern and the orange boxes, the desired range for the position.
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Behavioral Interview Questions - Specific to the candidate's results.
This section is designed to help you discover if the candidate is a good fit for the role. These questions are specific to the candidate's match against the job target. When there is misalignment, the plan helps you explore if the candidate can adapt to the job. If the candidate's results are in line with the job target, the questions will help you confirm that the candidate is the right person for the job.
Contact your Human Resources Coordinator (HRC) with any questions about requesting or interpreting PI assessments.