Survey helps human resources with hiring process

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Great resume. Great interview. Great hire – maybe, but not always.

Finding out a new hire isn’t the right person for the job can be an expensive and awkward situation, and no company would make such a decision if it could be avoided.

Paula M. Hein, a consultant with PI Midwest, says a simple and accurate survey can be taken in minutes, and helps managers avoid hiring the wrong person for the job. It also assesses current employees’ strengths – and suggests opportunities for improvement.

Praendex Incorporated, a Massachusetts-based company, creates the index; PI Midwest is a licensee. The company has analyzed over 18,000 predictive index profiles relating to numerous job classifications ranging from bank tellers to insurance salespersons. It includes doctors, managers, travel agents, and most other classifiable job categories, Hein said.

The predictive index survey involves two sections: the first is a checklist of words you believe you are expected to act by others, the second part is the same list, but you check the words you believe really describe yourself.

Results are plotted and measure four factors: dominant, extroverted, patient and formal.

“Hiring and promoting are difficult and long-lasting decisions that significantly impact an organization’s productivity and profitability, as well as employee morale and retention,” Hein said.

Completing the Predictive Index survey online takes less than 10 minutes and is scored immediately. When interpreted by a specialist, the survey accurately measures behavioral tendencies, and results can help make sure a potential hire is a good fit for the position, Hein said.

While the survey is an in-house management resource for hiring and retention, it is helpful in improving leadership effectiveness in the areas of performance, developing workgroups and managing conflict, said Hein.

The index is over 95 percent accurate when appropriately administered, and measures the long-term, predicable behavioral drives of an individual, she added.

“A person is more likely to develop and stay in a job that is a good fit,” Hein said. “Understanding an individual’s motivational drives and providing the appropriate work situation to stimulate those drives has a positive impact on long-term employee productivity, satisfaction, morale and retention,” said Hein.

A local company specializing in health insurance for the self-employed claims retention of salespersons went from losing 80 percent in 90 days to 80 percent success in retaining them after it started using the index in pre-hire interviews.

Scott Rougher, regional director of Alliance for Affordable Insurance, said using the index and an associated product was “event changing” for his company.

Rougher said he has used other predictive index surveys, but believes PI Midwest’s survey is by far the best and most accurate.

“The others cost far less and were far less accurate,” Rougher said. “They did not give us the same results or the same in-depth analysis that the PI gave us.”

Employees were not hired for the right reasons before, Rougher said, and hiring based in part on results of the survey has returned numerous benefits.

PI Midwest conducted a Predictive Index Survey on a Business Journal associate to find out if that person is a good match for the kind of work performed.

The survey found the associate is a good match in relation to assigned duties. As are many Business Journal readers, this person is also an active community volunteer. The report noted our subject would also likely to be focused “more on people and in an altruistic fashion.” The Predictive Index survey of our test client proved accurate and insightful.

The information provided by PI is valid and complies with EEOC (Equal Employment Opportunity Commission) and ADA (American with Disabilities Act) regulations, Hein said.

The survey is available in about 70 languages, plus braille.