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©2019 by Human Works

WORKFORCE ASSESSMENTS

 

PEOPLE DATA IS THE KEY TO BUSINESS SUCCESS.

What if you could understand your people—your employees, your candidates, your co-workers—in just a few minutes? With our workforce assessments you can. Administer our behavioral and cognitive assessments to collect the critical people data you need to answer questions like:

 

HOW CAN I MOTIVATE MY LOW-PERFORMING EMPLOYEES?

WHICH CANDIDATE WILL BE MOST SUCCESSFUL?

WHY IS THAT TEAM UNABLE TO REACH ITS GOALS?

Workforce assessments are at the heart of what we do, but they’re just one piece of the puzzle. After you’ve collected your people data, you need to put that data to good use. PI enables you to do just that with business applications, management workshops, and expert consulting.

HOW DOES THE BEHAVIORAL ASSESSMENT WORK?

Assessment takers get two lists of adjectives. Using the first list, we ask them to select the words that describe the way others expect them to act. Using the second list, we ask them to select the words that describe them in their own opinion.

Each adjective is associated with one of the four key factors that determine workplace behavior: dominance, extraversion, patience, and formality.

After people complete the assessment, we assign them a Reference Profile—a snapshot of the way they think and work.

 

WHAT DOES THE PI BEHAVIORAL ASSESSMENT MEASURE?

Dominance is the drive to exert influence on people or events. 

Extraversion is the drive for social interaction with other people.

Patience is the drive to have consistency and stability.

Formality is the drive to conform to rules and structure.

Objectivity is the degree to which an individual prefers objectivity when processing information and making decisions.

These four key factors—or key behavioral drives—provide a simple framework for understanding your employees’ and candidates’ workplace behaviors. PI is your superpower: it lets you see beneath the surface so you can predict how people will behave in given situations.

 

UNDERSTAND THE WHOLE PERSON.

A resume, a GPA, that quick reference call? They’re nice to have, but they don’t help you understand how a person is wired to think and work. Without people data insights you’re hiring on gut feel—and that’s a recipe for disaster.
Our scientifically-validated workforce assessments help you see the whole person so you can ensure job fit and make confident hiring decisions.
And after you’ve hired top-notch talent, continue using your people data insights to manage, develop, and retain those individuals over time.

 

OUR WORKFORCE ASSESSMENTS GIVE YOU THE PEOPLE DATA YOU NEED.

PI Behavioral Assessment™

Discover a person’s behavioral pattern based on four key factors.

PI Cognitive Assessment™

Discover how quickly a person can learn and adapt to shifting needs.

 

HOW DOES THE PI COGNITIVE ASSESSMENT WORK?

Assessment takers get 50 problems to solve—and they’re tasked with completing as many as they can in 12 minutes. The resulting score indicates their ability to process complex information and their capacity to deal with the cognitive demands of a given position. With the PI Cognitive Assessment you’ll always know if a candidate has the capacity for the job.

 

PREDICT NATURAL LEARNING ABILITY.

Did you know that cognitive ability is the number one predictor of on-the-job success? The timed PI Cognitive Assessment measures a person’s general cognitive ability. In just 12 minutes you’ll have more information about someone’s likelihood of success than you would after a one-hour interview.

 

What does the PI Cognitive Assessment measure?

The PI Cognitive Assessment consists of 50 multiple-choice questions from three cognitive ability categories (verbal, numerical, and abstract reasoning) and nine subcategories. Essentially, it assesses the rate at which a person can learn—rapid knowledge acquisition. If change is a constant in your organization, pay special attention to cognitive ability.

 

X-RAY VISION FOR YOUR JOBS

Most people begin the hiring process with a job description and a stack of resumes.

Job descriptions may tell us a lot about tasks and skills, but they tell us little about the kind of person who will succeed best in that job.
This creates a huge disconnect for hiring managers trying to match real people to job descriptions. Most of us cross that chasm by relying on “gut instinct” and pay the price down the road. According to research, 46% of new hires fail within 18 months.*
There’s a better way to evaluate candidates—one that’s built on proven science, and focuses not solely on tasks and skills but on the behavioral traits and cognitive abilities that will ensure a candidate will succeed in your new role: PI Job Assessments and PI Job Targets.

 

CREATE JOB TARGETS BEFORE YOUR JOB POSTINGS GO UP

PI gives you unlimited access to our simple Job Assessment. Completing this process helps you X-ray each job and identify the underlying traits that will lead to success in each specific role. The Assessment can be created by a single user or taken collaboratively by team of stakeholders. Once all the input is given, we’ll generate a job target that will serve as your guide to making a great hire.

Remove bias from hiring

We all have biases that sneak into our decisions—whether we recognize them or not. By creating objective measures of both the job and the candidate, we inoculate ourselves against those biases. Plus, behavioral drives and cognitive ability have been proven to be strong predictors of job performance. Having this information is a powerful tool for both your recruitment and your development efforts.

Define your existing roles

Don’t stop with new hires. Use the Job Assessment to objectively assess all the roles in your organization—even the filled ones. Job targets should be used as a fundamental part of your talent strategy and succession planning, and are a critical tool for coaching and employee development.