4-4: Filling Your Toolbox: How Priority Bridge is Different from Predictive Index

Friday, Nov 6, 2020 by -Priority Bridge
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4-4: Filling Your Toolbox: How Priority Bridge is Different from Predictive Index

Is alignment of values or behaviors a more important factor when hiring?

This is the driving question at the core of the following discussion. There are a plethora of tools on the market today that recruiters and other human resource professionals can utilize during the hiring process. In order to make the best hiring decision, you want as much information at your disposal as possible to inform the choices made. Of course KSAs (knowledge, skills, and abilities) compose a large proportion of what many hiring teams look for in candidates, but these only tell half the story. Gaining insight into the more intangible qualities of an individual like their values, motivations, and how they interact with others and the world around them is essential.

Now it’s time to take a look at two examples of tools for HR professionals — Priority Bridge Cultural Fit Assessment™ and Predictive Index Behavioral Assessment™. Created as a digitally native solution in 2019, Priority Bridge Cultural Fit Assessment focuses on true cultural fit of potential employees. Predictive Index Behavioral Assessment started as a paper-based survey in 1955 (now in a digital format) and is a behavioral based survey for candidates. Both tools provide data-driven insights to help professionals involved in the hiring process to make more well informed and objective decisions. This increased objectivity is beneficial, especially when screening candidates, as it promotes a bias-free hiring process. Additionally, they both generate user-friendly report outputs. Let’s dive a little deeper into each of these hiring tools.

Priority Bridge Cultural Fit Assessments

  • 100% customizable
  • Focus on company & hiring team values compatibility
  • Uses comparative judgment process & innovative predictive analytics engine, calculating a Candidate Match Index Score that shows how well they fit with the hiring team’s priorities

These Assessments involve a 4-step process:

  1. Define Your Priorities Identify key cultural fit attributes, or characteristics, of a successful candidate beyond KSAs. The hiring team takes the assessment to set a baseline sentiment.

  2. Share the Priority Bridge Cultural Fit Assessment Participants are guided through the comparative judgment process. The magnitude of importance between criteria is then calculated.

  3. Compare the Priorities A Candidate Match Index Score is calculated.

  4. The Summary output shows how well candidates align with your unique culture and the job criterion through comparison of the baseline sentiment.

What the Results Mean for the Hiring Team

These results provide clear, quantifiable insights about individual candidates and illuminate what is truly important to them — valuable information when you’re investing in a new hire. Commitment to Bias-Free hiring through an anonymous screening process, giving you important data on alignment on a values and cultural fit basis to improve job performance, satisfaction, and employee retention.

Predictive Index Behavioral Assessments

  • Preset assessment content
  • Focus on personality trait and behavior compatibility
  • Uses freeform checklist of 86 adjectives participants check off to determine and assign 4 Behaviors: (Dominance, Extraversion, Patience, & Formality)
  1. Share the Predictive Index Behavioral Assessment

Participants receive two lists of 81 adjectives. Every adjective correlates to one of the four key factors that determine workplace behavior. 1st list: Asks candidates to choose the words that describe the way others expect them to act. 2nd list: Asks candidates to choose the words that they would use to describe themselves. Review Reference Profile

  1. This snapshot gives an idea of how the applicant thinks and works, indicating which key behavioral drives the individual is influenced by. Dominance: drive to exert influence on people or events Extraversion: drive for social interaction with other people. Patience: drive to have consistency and stability. Formality: drive to conform to rules and structure. Objectivity: degree to which an individual prefers objectivity when processing information and making decisions.

So What?

It is clear to see that both of these solutions can provide very beneficial information to make better hiring decisions that emphasize qualities of the candidate that go deeper than their skills and experience. However, Priority Bridge’s Cultural Fit Assessments dive deeper than just considering the behavior of an individual. By using complex computations that can’t be done manually, Priority Bridge provides more accurate data. This is not to say that Predictive Index’s Behavioral Assessment is not beneficial though. When used in the right way, it can be very helpful.

Priority Bridge provides a more robust product that reveals insights that the simpler, once paper-based, behavior test can’t do. It’s not that you can only choose to use one of these tools, it’s all about adding another layer of accuracy and another tool to your HR toolbox. It’s not about taking sides on a theoretical behavior assessment vs. cultural fit assessment fight, but augmenting the process to improve the overall results — finding the best hires for the job.

Finding alignment based on behavioral and cognitive characteristics is helpful in determining how well a team will work together on the surface level. Even more essential is finding alignment on values that are the foundation of the company’s culture. Without cultural fit, an employee can never feel fully comfortable and confident in an organization. When they find meaning in their job and have a clear understanding that what they do has a larger impact and leaves them feeling more fulfilled. This then improves job performance, satisfaction, and employee retention.

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