DRIVE RESULTS WITH DATA

Bring predictability and reliability to your hiring process.

Gut feel is not a good enough reason to hire someone. Neither is relying solely on past performance indicators like GPA, references, or a pedigreed resume. Instead, turn to hiring tools that incorporate behavioral and cognitive insights. This is the best way to predict how a candidate will think and work

Ready. Aim. Hire.

Know who you’re looking for before they step into your office for an interview. The PI software guides you through setting behavioral and cognitive Job Targets. If you’re not sure where to begin, tap into the wisdom of thousands of hiring managers by using a benchmark.

Save time with Match Score.

Cut down the time it takes to screen candidates. As they complete their
PI Behavioral AssessmentTM and PI Cognitive AssessmentTM they’re assigned a Match Score from 1-10. The best fits for the role float to the top of the list. Mark your favorites to speed up your hiring process.

Interview with confidence.

To bring structure to your interviews, the Interview Guide shows you how a candidate’s behavioral drives and needs align to the the target you have set. Use the recommended questions to probe for gaps and to confirm fit.

Build an award-winning culture by encouraging all of your employees to take the six- minute free-choice PI Behavioral AssessmentTM, proudly share their findings, and learn what drives them and those around them. Doing so allows conversations to become easier, conflicts to be avoided, and decisions to be made faster.

Build better managers.

Leverage the Manager Development Chart to help your managers understand their strengths, caution areas, and tips for improving.

Then use the Management Strategy Guide to custom- tailor their management styles for each of their direct reports’ behavioral drives and needs to build strong reporting relationships.

Unlock the potential of your workforce.

The average company loses $2 million in productivity per year due to disengagement. The culprit? The four forces of disengagement: mismatches between your employee and their role, manager, culture, and team. These four forces result in employees who do the bare minimum to keep their job. What could you accomplish with a fully engaged team?

The PI Employee Experience SurveyTM allows managers to easily gauge employees and gather candid, confidential feedback on their work experience. The survey algorithm pinpoints the strengths and improvement areas that will have the most impact on engagement at your company.

Insight at every level

Once the survey closes, you’ll receive engagement trends at every level of your organization—whether that’s a team, a department, or your entire company. This insight will allow you to customize your actions based on group strengths and needs—and improve engagement at micro and macro levels.

When employees are unhappy, it creates a lot more work for leadership. Setting the direction and inspiring followership all while you’re experiencing the same challenges isn’t easy. But it’s your job to make sure your teams perform despite these obstacles. This is how you get it done. 

Introducing the only tool that lets you see and improve any team’s chance of success. Assess a team’s strategic goals and its collective behavioral identity side-by-side — so you can visualize where the team is suited to succeed and where they may need your guidance. 

Team Discovery gives you must-have insights so you build winning teams. It reinvents the way teams develop self-awareness, collaborate, align and tackle goals.