CLIENT NEWSLETTER JANUARY 2022: The Great Resignation and the War on Taletn, New Advanced Workshops | Match Scores | PI Software User Roles | Analysing Assessment Results

Everybody is talking about the Great Resignation! The war for talent, and the difficulties retaining talent are the realities facing most companies as we enter 2022. Some companies have done well during COVID-19 while others are struggling. Common for all is the fact that people make a difference, so securing and retaining talent has never been more important. Whether your company is thriving or struggling it is crucial to retain your high-performing employees, and to do that you need to keep them engaged. This can be a challenge under any circumstances but particularly so if you are not sure how to manage them. The PI Behavioral Assessment allows managers to adapt their leadership style to suit the motivational drives and needs of each of their team members which will help keep them motivated and productive. In addition, companies that are hiring extensively can benefit greatly from using the PI Job Assessment,  the PI Behavioral Assessment, and the PI Cognitive Assessment to ensure they hire the right people into jobs that they are naturally motivated to master and that match their general cognitive ability.

Introducing Three New Advanced PI-Related Workshops

Humanostics is excited to introduce three new advanced workshops for PI Practitioners who would like to gain next-level knowledge about working with PI in different settings. The workshops are relevant to HR professionals and managers who are certified in PI and would like to get inspiration and hands-on knowledge about working with teams, hiring the right people, and developing their employees and managers. The courses are held virtually in English (3 x 2.5 hours) and face-to-face in Danish in Copenhagen, Denmark (1 day). Click the images below to read more and reserve your seat HERE.

How are Match Scores Calculated?

If you create a job target for a position e.g. using the PI Job Assessment, the software will assign match scores to all the candidates you link to the job target. Behavioral Assessment match scores are evaluated against the job target range for each behavioural factor. If a factor falls within the target range, it’s considered a perfect match. Otherwise, the further from the target, the lower the score. Each factor is given equal weight in the BA match score. Why is the match score a 10 if they aren’t inside the job targets? The average of all four factors‘ match scores are rounded to the nearest whole number. If the average falls at 9.5 or above, it will round up to 10. Cognitive match scores are based on distance from the cognitive job target. If a candidate’s cognitive score is the same as or higher than the target, the match score is a 10. There’s no ‚penalty‘ for being above the target, since there’s no evidence that high cognitive scores reduce job performance. For every 10 points the candidate’s cognitive score is lower than the job target, the match score drops one point. For example, if a candidate has a score of 240 and the job target is set at 260, their match score is 8. Remember that match scores are only meant as a help in sorting your candidates on their behavioural and cognitive match with the job target – you should always apply the PI expertise of someone who has been certified, along with your other relevant data points (education, past experience, skills etc.) PI match scores are two important data points that will help you towards the decision of who is likely to do best in a particular role. Watch a short video on match scores HERE.


What is the difference between the software roles of AccountAdmin and AccountOwner? The only difference is that AccountAdmins are not able to grant access to cognitive data to other users while AccountOwners are. You can have as many AccountOwners as you want in your PI Software account, so unless you wish to prevent some of your admins from granting cognitive data access to other users, you might as well make them AccountOwners. Read more about software user roles HERE. 


The Predictive Index assessments are complex psychometric tools that are based on extensive scientific research. Although they may appear simple and easy to interpret with the help of the different reports available in PI Software, the certification is required to fully understand the tools and to be able to give nuanced interpretations of the assessment results. Ensuring that everyone analysing profiles and giving readbacks is certified in PI is the only way to ensure that your company apply the psychometric tools in an ethical manner which will in turn influence your candidate experience and overall employer branding positively. Find Predictive Index Seminar dates and sign up HERE, or contact us at to hear about the different options. We continuously add new seminar dates to the calendar due to popular demand.


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PI Job
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PI Cognitive Assessment™
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PI Behavioral Assessment™
PI Employee Experience Survey™
PI Employee Experience Survey™
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Selling Skills Assessment Tool™


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Der Predictive Index® ist eine eingetragene Marke von Predictive Index, LLC und wird hier mit Genehmigung verwendet.

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