Claudio Fernandez – Araoz, in his book, It’s Not the How or the What but the Who, analyzes the key factors that differentiate stars from average performers. These competencies are increasingly important in an era defined by the speed of change, and cannot be found in the “briefcase” (resume, CV, experience, skills, etc.).
Those factors include (among others) -flexibility, adaptability, curiosity and insight.
The PI Cognitive Assessment™ measures an individual’s capacity to learn, adapt, and grasp new concepts in the workplace. If change is a constant in your organization, and rapid knowledge acquisition is critical, pay special attention to cognitive ability.
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.
First – set your target for the job
The Predictive Index Job Assessment helps you establish the complexity of the role, and PI CA provides insight into the degree of complexity a person is able to handle.
Be applying data to the process of identifying a person-job match- you are setting the new employee up for success. It’s important to stimulate your new employee sufficiently, yet you do not want them to burn out.
Then administer the assessment and match candidates
When cognitive ability is used as a key data point in talent decision-making, the odds are greatly improved for selecting individuals who can catch on quick, figure things out on their own, and are able to meet or exceed performance expectations sooner.