PredictiveIndex

PRESENTEDBY

DavidLunken

Who’s better suited for the job?

WORKPERFORMANCE

KINDAFIXED

LEARNEDEDUCATIONKNOWLEDGE

SKILLSEXPERIENCE

BEHAVIOR

COGNITIVE

TOOLSNEEDED

THEFOCUSOFRESUMES&INTERVIEWS

EDUCATIONKNOWLEDGE

SKILLSEXPERIENCE

BEHAVIOR

COGNITIVEFired forwhoyouare

Hired forwhatyouknow

ThePredictiveIndexBehavioralAssessment

oMeasures work related behaviorsoMotivating needs and drives of an individualoAll people have these drivesoSpecific combinations predict how a person is most likely to behave

oCommunicationoDecision MakingoDelegationoRisk

ThePredictiveIndexJobAssessment

oCompetency model for a roleoDefine the behaviors that are Critical and Frequent for successoDevelop a target for a roleoIdentify needs for style of:

oCommunicationoDecision MakingoDelegationoRisk

ThePredictiveCognitiveAssessment™

oMeasuresanindividual’scapacitytolearn,adapt,andgraspnewconceptsintheworkplace.

oIdentifiesindividualswhowillcatchonquickly,figurethingsoutontheirown,andareabletomeetorexceedperformanceexpectations.

o50questions– 12minutetimedassessmento (Numerical,Abstract&Verbalquestions)

What Drives Does PI Measure?Dominance: The drive to exert one’s influence on people or events

Extraversion: The drive for social interaction with other people

Patience: The drive for consistency and stability

Formality: The drive to conform to rules and structure

EXAMPLE – FACILITIES AND OPERATIONS DIR.PI & Key Hire Project

Recruiting - Typical Process

JobDescription- Task- Task- Task- Task

Resumes

A Better Process:Define the Job – Goals for the Role

Key Result AreasWhat are the top 3 things you actually want this person to deliver

in this role?

Outcomes & ResultsNot Tasks:

- communication, initiative, attention to detail, follow through, follow up, helpful

Engage Stakeholders/Search Committee

CRITICAL&FREQUENT

GainAlignmentThroughJobAnalysis

•Thisjobrequiresstronganalyticalandtechnicalabilitiesanddemandsfast,butcarefullythought-outresults.Strongleadershipandcontroloftheworkprocessfrombeginningtoendisnecessary.Thejobcentersarounddevelopingnewideas,systemsandtechnology,andalsoanalyzingandimprovingonoldones.Ahighlevelofexpertiseisexpectedandtheabilitytospotandcorrecterrorsisimportant.Workmustbedonerightandquickly,whilealwaysfocusingonaccomplishingthegoalanddemandingthehighestqualityworkfromco-workersandsubordinates.Interestandenergyfocusesprimarilyontheworkathand,withnegligibleinclinationforsmalltalkorsocialinvolvement.Thebroadscopeofthejobdemandsafactual,directandauthoritativestyleofcommunication.Decision-making,thoughswift,isverycalculatedandsingular,withlittlerelianceonconsensusorcollaboratingopinions.

Belowarethesalientjobcharacteristics,summarizedandcategorized.Forbestsuccess,findcandidateswhothriveintheenvironmentdescribedbelow.•PaceandVarietyofActivities- Fast-pacedenvironmentLeadingandcontrollingmultipleprojectssimultaneously•Focus- AdefiniteanalyticalandtechnicalorientationratherthanasocialorientationHighstandards,highqualityworkisofutmostimportanceStructured,organizedandefficientworkexpectedofselfandothers•Decision-Making- Bigpicture,strategicdecisions,wellthoughtoutandanalyzed,Calculatedrisk-taking,Neednotsolicitthecollaborationofothers•BCommunicationandCollaboration- Blunt,candidandto-the-pointcommunicationstyleWorkwillprimarilybedonesingularlywithlittleinvolvementfromothersRequiresforcefulexpressionofopinionsanddecisions•DelegationandLeadershipStyle- Willfindithardtodelegatetoothers;intensefollow-up,Willbeexactingandcontrollingofsubordinates

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TARGETPROFILE– Facility&OperationsDirector

PIPlottingGrid

Normal

A

B

C

D

- 5- 10-15 + 5 + 10 + 15

KeyRelationships:- A>C– Proactive- D>C– Carefulwith- A>B– Analytical/TaskOriented- D>B- Formal

AcceptableRange

NotAcceptable

Facilities&OperationsDirector

PIPI

• Review Resumes for• Experience• Skills etc….

• Phone Screen for• Basic communication• Responsiveness• Etc…

Screen Candidates – Narrow the Pool

©PI Midlantic LLC.

Resumes

Administer the PI Behavioral Assessment

©PI Midlantic LLC.

PROFacility & Operations Director

Candidate A Candidate B Candidate C Candidate D

A>C - Proactive Yes Yes No ?

D>C - Careful with Rules Yes ? Yes Yes

A>B – Analytical/Task Oriented

Yes Yes No Yes

D>B – Formal Yes No Yes Yes

B>C – Quick to Connect Yes Yes No No

CandidateCompare– Fit/GapAnalysis

Yes Fit – candidate matches the behavioral target. Confirm this.

? Concern – candidate is in the target but we would like to see more. Is it enough, have they learned to overcome this.

No Gap – candidate does not match the behavioral target. This is an area that needs a lot of probing and overwhelming evidence to overcome this gap.

A• Strengths

• Careful, cautious, need to protect• Proactive, initiates to drive to get it right• Analytical problem solver

• Concerns• Empowerment – will he give up control of

the details and work through others• Engagement – will he connect, build

relationships, engage• Risk/Strategy – will he think strategically,

change what needs to change

PRO– Facility&OperationsDirector

• TargetedBehavioralInterviewQuestions• PROcallsforsomeonewhoiscomfortablewithrisk.Givemeanexampleofadecisionyoumadethatyouwoulddescribeasa“risky”decision.Whatwastheoutcome?

Wouldyoudoanythingdifferentlyifyouhadthatdecisiontomakeagain?• PROcallsforaflexibleapproachto“thebook.”Tellmeaboutatimewhenbendingtherulesorthinking“outofthebox”really paidoffforyou.• PROcallsforindependenceandselfconfidence.Describeatimewhenyouropiniononanissuewasverydifferentfromthatof yoursupervisor/manager.Whatdidyou

do?Howdidthatturnout?• PROcallsforsomeonewhoiscompetitive,seeksautonomy,andisresults-focused.Tellmeaboutatimewhenachievingthedesiredresultsforyourteamorcompany

dependedsolelyonyourefforts.• PROcallsforinitiativeandself-motivation.oGivemeanexampleofaproject/idea/processchange,etc.,thatyouinitiated.Whatwasit?Whathappened?Tellme

aboutatimewhereyouhadtocompleteaprojectwithverylittledirection

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Candidate Behavioral Analysis

Create an Interview Guide

A Better Process

KeyResultAreas- Outcome- Outcome- Outcome

CreateaTargetDefinetheJob AttractCandidates

AdministerPI ComparePIBAvJA TargetedInterview

SalesAgent- Sell new- Retain + Grow- Sell deliverable products

PI– KeyHireProject

oGoal– Hiretherightpersonfortherole;bestfit

oDefinetheRole- keyresultareasoCreatetheJobPROfile – behavioraltargetoAssesstheCandidates(upto10)– behavioralandcognitiveoAnalyze,PrioritizeandInterviewCandidates

oProjectFee- $1,600(specialPAISBOArate)

TeamEffectivenessWorkshop

oGoal– Createunderstandingandleverageteammembers’strengths

oAdministerPredictiveIndexsurveyforallteammemberso3-hourfacilitatedworkshop– focusonteamdynamics,communication,behavioralstrengthsandmotivatingneeds

oTeamAudit+reviewwithteamleaderoFollowup30daysaftersessionoProjectFee- $3,500(specialPAISBOArate)

PredictiveIndexProgram

oUnlimitedUseoManagersTrainedinPI– 2dayand1dayoptionsoOngoingConsultativeRelationshipoEasilyAdministeredoValidandLegallyDefensibleo70LanguagesoFeesvarybasedonorganizationsize

David Lunken410-961-5555dlunken@cedarcroftadvisors.com