PI JOB ASSESSMENT™
C’EST ICI QUE COMMENCE LE RECRUTEMENT…
“PI is a great conversation tool to use during recruitment interviews.”
L’outil PI Job Assessment™ (PI JA) devrait être utilisé avant chaque recrutement. Cet outil en ligne de profilage de poste permet aux parties prenantes de participer par le biais d’un questionnaire à l’élaboration d’un consensus sur les exigences d’un poste.
Le PI JA permet de définir les exigences d’un poste et s’applique aussi bien aux candidatures externes qu’internes (mutations/promotions). Le PI Job Assessment™ clarifie deux aspects du poste:
- Les exigences comportementales et
- La complexité du poste
Ces deux aspects font appel aux données fournies respectivement par les outils PI Behavioral Assessment™ et PI Cognitive Assessment™.
La configuration du profil du poste est facile à réaliser avec le logiciel qui guide le processus.
"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."
ALIGNEMENT DES RÉSULTATS
Reposant sur une base scientifique avérée, le PI Job Assessment™ fournit des données permettant d’évaluer objectivement l’adéquation comportementale et cognitive d’un candidat à un poste donné, garantissant le recrutement d’un candidat idéal pour le poste.
Le guide d’entrevue aide les intervieweurs en suggérant des questions générées en comparant le modèle de comportement d’un candidat avec la cible de l’emploi pour un poste spécifique.
Ces questions sont conçues pour confirmer l’adéquation comportementale d’un candidat avec un objectif d’emploi et / ou explorer les domaines de différence entre le modèle de comportement du candidat et l’objectif d’emploi.
PROCESSUS
- Invitez les parties prenantes du poste à définir le poste
- Facilitez une discussion pour atteindre un consensus
- Définissez le profil pour le poste
- Evaluez les candidats
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Voyez comment le logiciel classe les candidats
en fonction du profil du poste à pourvoir
PI JOB ASSESSMENT™
Consultez la brochure pour plus d’informations sur la mise en œuvre de l’outil PI JA
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.
ESSAYEZ LE PI JOB ASSESSMENT™
Approfondissez votre analyse de postes. Demandez une évaluation PI JOB ASSESSMENT™ pour un poste à pourvoir.
