The short answer is: That depends...
Neither The Predictive Index nor Predictio require that everybody who has completed a PI Behavioral Assessment should necessarily get a verbal feedback.
However, we do recommend that PI survey takers receive some kind of information about their PI result, and we know for certain that verbal feedback will provide the most value to your candidates or colleagues.
Two different ways to present the PI result:
1. Verbal feedback
Can be given at the interview or before the interview. When people get a feedback on their PI result, they are always excited because most people find it interesting to learn more about themselves. Depending on the purpose of your feedback, you can spend more or less time. If for example, it is a candidate applying for a job, your can keep it high-level at first and then dive into the fits and gaps in their profile compared to what is suitable in the job.
Use the 5 steps below to provide a successful structured verbal feedback session:
- Introduction
- Briefly explain what the PI BA measures and why your organisation use it?
- Reference Profile
- Mention the person's reference profile and briefly what sort of profile that is
- Needs and behaviors for each factor
- Focus on the strongest behaviors
- Factor relations
- Look at the person's drives, needs and factor relations. What does this tell you about the person's:
- Communication and decision making styles as well as risk taking
- General tips during the feedback session:
- Remember to stop and ask if the person agrees with what you tell them
- If there are gaps that you would like to explore, ask the person to tell you how they dealt with a situation, e.g. if a person is required to do high D tasks but is a low D person.
TIME:
A feedback session can take between 15-60 minutes depending on how thoroughly you wish to discuss the results. We recommend that you share 1 or 2 PI reports after the session. You can see two recommended reports below.
2. Share PI reports
If it isn’t possible for you to give a verbal feedback, another possibility would be to send one or two of the PI reports in an email.
If the assessment is done in connection with a recruitment process and the candidate is not selected, you can let the person know that you will be sending a report with the result. Remember to mention that assessment results are only considered as a single data point in the selection process.
Recommended reports are:
- PI Behavioral Rapport – it can be sent automatically to the test taker via the PI System once they have completed the PI Behavioral Assessment.
- Personal Development Chart – an objective report based on the factors connected to strengths, cautions and self-coaching-tips. You can send this report directly from the PI system through the “Report-kit”.
Summary
Depending on the situation – number of recruitments, number of candidates, HR-capacity, time, when and why the PI Behavioral Assessment is being sent out – you can choose any of the above-mentioned alternatives to make sure that you provide a great candidate experience as well as strengthening your Employer Branding. Find the alternative that suits you best!