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ARE YOU HIRING THE RIGHT PEOPLE?

HOW DO YOU GET INSIGHT TO HIRE THE RIGHT CANDIDATE?

How do you make sure you find people who are motivated in a given job, and have the cognitive capacity to handle the complexity in the job; in short, a perfect person-job match!

The costs of a bad hire are immense, and studies reveal that as high as 46% of new hires are terminated, leave under pressure, and receive disciplinary action and negative reviews within their first 18 months on the job.

But how do you lower that number?

Explore how to kick start the alliance between job stakeholders with PI Job Assessment.

1. Establish Job Requirements

Learn more about assessing personality and cognitive capacity to determine person-job match.

2. Assess Personality & Cognitive Capacity

Experience how reports, tools and interview techniques workshop help you structure your interviews

3. Structure Your Interviews

Learn more about how objective data points and software helps you analyse candidate compatibility to the job

4. Select the Right Candidate​

Explore how knowledge about your employee’s needs and drives helps you create the ideal approach to onboarding.

5. Onboard Employee

1. ESTABLISH JOB REQUIREMENTS

Formalising the process for capturing the essential aspects of what it takes to be successful in a position before you start looking for the right candidate, is vital if you want your hires to be successful. This is what job targeting is all about.
Stakeholders for a job typically view the critical aspects of a job differently which means that the likelihood of a successful hire is close to 0 if you want all stakeholders to be pleased.
What if you had a tool available to help you establish consensus amongst stakeholders?
Applying a job targeting tool like PI JOB ASSESSMENT™ (PI BA) will unquestionably help establish consensus and transparency around the behavioural and cognitive requirements in the job. This ultimately kick-starts the required alliance between the hiring manager, stakeholders, and HR in finding the right person for the job.

Job Analysis
Assessing
Interviewing
Selection
Onboarding

2. ASSESS PERSONALITY & COGNITIVE CAPACITY

Upon establishing consensus and transparency around the job requirements by applying PI JOB ASSESSMENT the search for the right candidate for the job begins.
Some recruiters tend to write a job description, post the job, and run through the stack of résumés focusing mainly on skills and past achievements. Past achievements and skills are certainly important elements to consider, but not the only relevant ones you need to conduct a qualified selection process of your candidates.
What if you could find out what truly motivates people and how well they respond to the tasks at hand?
Applying the scientifically validated personality tool PI BEHAVIORAL ASSESSMENT and learning indicator PI COGNITIVE ASSESSMENT™ (PI CA) will do just that.
Personality and cognitive capacity are mapped in simple outputs making it easy for you determine a person-job match.

3. STRUCTURE YOUR INTERVIEWS

Establishing the job requirements (PI JOB ASSESSMENT), mapping personality (PI BEHAVIORAL ASSESMENT) and cognitive capacity (PI COGNITIVE ASSESSMENT) of your candidates hopefully leaves you with a bunch of eligible candidates for the job.
What is your process for conducting a structured interview and objectively evaluating the candidates?
How do you make sure you are asking the right questions? What if you could define a process that would apply across all recruitments helping you to structure your interviews?
We have reports, tools and interview techniques workshop available to help you do just that.

4. SELECT THE RIGHT CANDIDATE

The most vital step in a hiring process is unquestionably the selection in itself. A great determinator of success during this part of the process is how well the preceding steps were completed. If you followed the previous steps by the letter you will now have objective scientifically validated data points to evaluate your candidates up against the job requirements as well as your subjective collection of data during the interview and interaction with the candidates.

So, who is the right person for the job? Who will be motivated in the job?

What if you had objective data points and software that could run a person-job match analysis for you? Looking at someone’s personality (PI BA) as well as their cognitive capacity (PI CA) and analysing how well those capabilities match the requirements in the job (PI JA) should always be a part of any people decision. In addition to scientifically validated assessment tools providing objective data for your evaluation we offer state-of-the-art software helping you compare your candidates on these objective data points. Combined with irreplaceable human interaction and discernment, you will be better equipped to make the right people decision.

5. ONBOARD EMPLOYEE

All done with the hiring process leaves you with the next and very important task: Onboarding your new employee.
You might be wondering how this particular person would prefer to be onboarded?
What should you prepare for the new employee, which tasks should be the first ones to focus on?
Should you focus on establishing relations or is it important to have the tasks lined up for your new employee to engage in on their first day?

People have different preferences for the type of work that invigorates them and also how they approach new tasks/situations.
Knowledge about your employee’s needs and drives (PI BA) and learning ability (PI CA) will tell you what the right approach to onboarding this particular person is.
Insight about what is required in the job (PI JA) and any matches/discrepancies between the person’s natural drives and behaviour and what is required in the job tell you what to pay particular attention to and support during the onboarding process.