PI JOB ASSESSMENT™
HER BEGYNNER REKRUTTERINGSPROSESSEN ...
“PI is a great conversation tool to use during recruitment interviews.”
Enhver rekrutteringsprosess bør begynne med at man utformer en jobbprofil ved hjelp av PI Job Assessment™ (PI JA). Via et spørreskjema på nettet kommer bidragsytere med innspill til jobben med henblikk på å oppnå konsensus om hva jobben krever.
PI JA brukes til å identifisere kravene i jobben og brukes både til intern og ekstern rekruttering. PI JA kartlegger to aspekter av den aktuelle rollen:
- De atferdsmessige kravene til rollen og
- Kompleksiteten i rollen
Disse to elementene avdekkes av hhv. PI Behavioral Assessment™ og PI Cognitive Assessment™.
Det er lett å administrere og korrigere jobbprofilen, og man ledes gjennom prosessen i systemet.
"We recruit highly qualified and hard-to-find profiles, so we use PI to clarify the type of profile we are looking for and the tasks they need to solve. PI helps us connect these elements before we even start the recruitment process. It helps us become much clearer on what we need to recruit for."
"During the feedback conversation, candidates feel that they can really recognize themselves in the profile. Many are surprised by how easy it is to complete and still get such an accurate picture of their preferences."
MATCHSCORE
PI Job Assessment™ er vitenskapelig fundert og bidrar med data som gjør en i stand til å evaluere kandidatenes atferdstrekk og kognitive evner i sammenligning med jobbkravene objektivt, slik at det sikres en god match.
Intervjuguiden hjelper intervjuer ved å foreslå spørsmål generert ved å sammenligne en kandidats atferdsmønster med jobbmålet for en bestemt stilling.
Disse spørsmålene er utformet for å bekrefte en kandidats atferdsmessig passform med et jobbmål og/eller utforske områder med forskjell mellom kandidatens atferdsmønster og jobbmålet.
PROSESSEN
- Inviter relevante personer til å komme med innspill
- Diskuter resultatet og bli enige
- Lag den endelige jobbprofilen
- Send lenker til kandidater
-
Se hvordan systemet rangerer kandidatene i
forhold til jobbprofilen
FAQ
FREQUENTLY ASKED QUESTIONS ABOUT THE PI JOB ASSESSMENT
What is the PI Job Assessment?
The PI Job Assessment is an online role profiling tool that helps organisations define the behavioural and cognitive requirements of a job. It provides a structured way to identify what it takes to succeed in a role and creates a job target that can be used for hiring and development.
Why should organisations use a job profiling tool?
Organisations should use a job profiling tool to define what success in a role actually requires before assessing candidates. Without a clear job profile, hiring decisions can easily be influenced by personal preferences, assumptions or unclear expectations between stakeholders. A job profiling tool helps create alignment around job requirements, so candidates can be evaluated against the job rather than against an individual manager’s opinion. This supports a more structured, fair and consistent hiring process. It can also improve interview quality, reduce mis-hires and help organisations identify both fit and potential gaps before making a decision.
How does the PI Job Assessment work?
The PI Job Assessment is completed by one or more stakeholders who are familiar with the role. Participants answer a series of questions about the demands of the job, and the system translates their input into a behavioural and cognitive target profile. When multiple stakeholders participate, the software helps build consensus around the role requirements.
What are the benefits of using the PI Job Assessment?
The PI Job Assessment helps organisations align stakeholders on role requirements, reduce bias in hiring decisions, and improve candidate selection. It also allows organisations to create more structured interviews, support employee development and succession planning, and increase consistency across hiring processes.
What is the difference between a job target and the PI Job Assessment?
The PI Job Assessment is the process used to define a role by gathering input from relevant stakeholders. The output of that process is the job target: a behavioural and cognitive profile that describes the requirements of the position.
Who should complete the PI Job Assessment?
The assessment is best completed by stakeholders who understand the role well, such as hiring managers, HR professionals, high-performing incumbents or other key team members.
How long does it take to complete the PI Job Assessment?
The PI Job Assessment typically takes 10–15 minutes to complete but there is no time contraint.
Are there generic job targets available in the software?
Yes. PI provides benchmark and template job targets that organisations can use as a starting point. However, the most effective job targets are customised to the specific role and organisational context using input from The PI Job Assessment.
PRØV PI JOB ASSESSMENT™
Gjør jobbanalysen mer avansert. Be om en jobbprofil for en jobb du holder på å rekruttere til.
