1. Predictive Index® Overview Recruitment Retention
for
Recruitment Retention
Presented by Heather Jangraw
Management Consultant, ADVISA
Predictive Index is a registered trademark of PI Worldwide.

2. Copyright ADVISA 2011
AGENDA
1)  Introduction to ADVISA. 2)  What is the Predictive Index system?  3)  Job Fit 4)  Individual motivation and performance 5) PI & Teamwork 6)  Your PI results -Brief overview of the drives, motivating needs and resulting behaviors. 7)  Questions
Pretzels Inc - May 17th, 2011

3. Copyright ADVISA 2011
With the Predictive Index system, DWSD has an effective framework for acquiring, developing and retaining talent.
ADVISA is a PI Worldwide member firm. Predictive Index, PI Worldwide, and PI are trademarks of PI Worldwide in the United States and other countries. Any use without the express written consent of PI Worldwide is strictly prohibited. For a complete listing of PI Worldwide trademarks, please refer to the “Legal Notices” section of
Pretzels Inc - May 17th, 2011

4. What is the Predictive Index® system?

5. Predictive Index® Supports Smart Hiring
Strategic Thinking
Objective Data
Best Practices
What does strategic thinking mean to you?
What does strategic mean?
End in mind, plan, prioritize
Best practices will be looking to the HR community and also to you- sharing what you’ve found.
The objective data, which is the component that gives us a pretty big leg up- is PI.
We’ll be leveraging these three components across the four stages of a hiring process.

6. Predictive Index® in the Hiring Process
Defining
Marketing
Screening
Onboarding

7. An unclear or inaccurate understanding of a position
Defining
Marketing
Screening
Onboarding
An unclear or inaccurate understanding of a position =
building a house on sand.
We tend to find that many of our clients build their search on a foundation of sand.
When we talk with clients about doing great hiring, they’re often surprised to hear us put so much weight on the pre-search work of defining a position. However, we know that when a position is not clearly defined (or inaccurately defined) the likelihood of finding the right candidates, making a great hire and having that new hire be successful are severely limited. By investing time upfront ensuring that the purpose, expectations and requirements for a position are clear, accurate, and agreed upon by the key stakeholders ensures that there is a solid foundation moving forward. Not one built of sand.

8. PRO: Selecting Behaviors
Defining
Marketing
Screening
Onboarding
PRO: Selecting Behaviors
“Is it CRITCIAL for success in the role?”
“Must one do this FREQUENTLY (3+ times/ week)?”
“Must THIS person do that, or does someone else?”
Do the behaviors they’re selecting fit with the likely key characteristics?
What can be prompting questions?

9. Objective snapshot of the behavioral requirements for success in the Service Desk Analyst role.

10. PRO: Translating into Behavioral Competencies
Defining
Marketing
Screening
Onboarding
PRO: Translating into Behavioral Competencies A B
Position: Service Desk Analyst C D
Drives
The PRO
Behavioral Competencies
(Why is this drive important for this position?) A B C D
A&B
A&D
Independently problems solves and takes initiative to “direct traffic,” and move issues through to resolution..
High
Analyzes multiple technical data points to diagnose root cause and resourcefully help customers .
Low
Don’t go into big explanation about this job!!!! Just high level!!!
Highly responsive, provides consistent support even during busy times..
Mid - H
High
Attention to detail with conscientious, accurate follow-through.
Technical
Communication is task and data focused.
Specialist
Minimizes errors in data collection and input

11. The Screening Funnel Share the job description
Defining
Marketing
Screening
Onboarding
The Screening Funnel
Share the job description
While there’s no crystal ball to ensure that all candidates you interview are wonderful, getting as much information as is reasonable through other means and early in the process can help ensure that you spend the time-consuming activities like interviews on the best people.
But even when you do all you can on the front end to get the best people in the door, there are times that you have to be okay with looking at those that aren’t the perfect fit.
Conduct background check
Make the offer

12. Defining
Marketing
Screening
Onboarding
Candidate’s Fit to PRO

13. Use the Behavioral Interviewing Guide:
Defining
Marketing
Screening
Onboarding
Use the Behavioral Interviewing Guide:
With the PRO complete, you can now enter complete the approach to work portion of the PP and the position competencies. Any questions?

14. Components of Onboarding
Defining
Marketing
Screening
Onboarding
Components of Onboarding
Learning
Use the PI to understand how the new hire will best Learn
Coaching
Use the PI to improve the efficacy of your coaching
Let’s start by looking at the job posting.
Better Initial
Performance

15. How can we best coach our New Hire?
Defining
Marketing
Screening
Onboarding
How can we best coach our New Hire?
The Job
The Person
A new hire’s PI can give direction on how they’ll best learn. Think about the individual with the self PI profile at the top in the Outside Sales role. With the high social-orientation, having him or her learn a lot through windshield time with other sales people will likely be especially helpful for him or her.
However, if you hired the person at the bottom in the sales rep role, this person has distinctly less social-focus (as seen in the low B). Windshield time will likely be less effective than workbook time. Appeal to that highest A and high D and get out the data, facts, and strategy.
DISCUSSION
How will each learn best?

16. Use the Coaching Guide:

17. Individual Motivation and Performance
Copyright ADVISA 2011
Individual Motivation and Performance
Individual motivation and performance (The PI survey for providing insight to managers and leaders as to how to unleash people’s best efforts and keep them engaged. Show the circle graphic of the applications of PI.
Pretzels Inc - May 17th, 2011

18. What Predictive Index® Measures:
:  PI measures inherent motivating needs present in all people.  People behave in ways that meet their needs.  When people’s needs are met productivity and performance soar.)

19. Predictive Index® and Teamwork
talk about understanding dynamics on teams allows for effective communication and work allocation

20. Your Results

21. Motivating Needs LOW HIGH A B C D Think time
Recognition for technical/intellectual
accomplishments
Freedom from office politics
Variety
Change of pace
Mobility
Fast-forward button
Freedom from rigid rules & tight controls
Freedom of expression
Opportunity to delegate details
Independence, challenge, freedom
Recognition for own ideas
Control of own activities/work
Talk time, social interaction, FUN
Public, personal, positive praise
Social acceptance/recognition
Symbols of prestige, status
Long-term affiliation
Stable work environment
Familiar surroundings/people/work
A process
Clear expectations
Certainty – know exactly what the rules are
Specific knowledge of job and performance
feedback
Freedom from risk of error
Encouragement, reassurance
Harmony (rather than friction)
Understanding supervision A B C D
LOW
HIGH
Brief overview of ABCD, motivating needs and resulting behaviors

22. Likely Behaviors A The drive to dominate and control B
Factor
Low
HIGH A
The drive to dominate and control
Agreeable
Cooperative, unselfish
Seeks harmony
Risk averse
Team player
Independent
Assertive
Self-confident
Competitive
Results-oriented B
The drive to connect positively w/ others
Reserved
Task oriented
Analytical
Imaginative
Thinks to talk
Outgoing
Persuasive
Empathetic
Socially poised
Talks to think C
The drive for process and stability
Impatient
Intense
Sense of urgency
Restless
Focuses on what’s hottest
Patient
Calm, warm
Consistent, process-oriented
Comfortable with the familiar
FIFO prioritization D
The drive for certainty and accuracy
Tolerant of risk/uncertainty
Freely delegates details
Uninhibited, casual
Non-conforming
Gives/needs less information
Prefers to minimize risk
Attentive to details
Conscientious, by the book
Self-disciplined, precise
Gives/needs more information

23. Copyright ADVISA 2011
With the Predictive Index® system, DWSD has an effective framework for acquiring, developing and retaining talent.
questions
Pretzels Inc - May 17th, 2011