The Predictive Index is a set of assessment tools that help employers understand workplace behaviors as well as the cognitive ability of their employees and potential candidates. The Predictive Index Survey was designed and developed by Arnold Daniels. He authored the Predictive Index Behavioural Assessment in 1952 and founded the Predictive Index in 1955.
Today, thousands of companies across the globe use the Predictive Index assessment tools which are available in 70 languages.
In today’s highly competitive business environment, it is imperative that employers provide employees data-driven, action-oriented training. This is possible if the employers have access to data that tells them exactly what their employees need to improve performance.
With the Predictive Index, employers have access to scientifically validated workforce analytics which the management can use to implement training and development strategies that would optimize the potential of their workforce.
Some primary benefits of using the Predictive Index Survey include:
- Low turnover.
- Minimal bad hires.
- Increased sales.
- Improved close rates.
- Identify potential managers and leaders.
- Improve productivity.
There are four key components of The Predictive Index suite:
1. The Predictive Index Behavioural Assessment
This analyzes behavioural needs and drives. This index is broken down into four key behavioral factors which include dominance, extraversion, patience, and formality. This analysis is conducted using scientifically validated tools and stimulus-response. The survey is built to the standards of the American Psychological Association (APA), the Society for Industrial and Organizational Psychologists (SIOP) and the International Test Commission.
The Predictive Index Behavioural Assessment is based on a normative sample of thousands of people. The data obtained from this sample has been used to establish a normal range of behavioural factor levels for the adult working population. The insights offered by the Predictive Index Behavioural Assessment can help employers understand what their employees need to function at the optimum level. It also identifies elements and factors that could potentially motivate, drive and excite the workforce.
In other words, the Predictive Index Behavioural Assessment can help
2. The Predictive Index Cognitive Assessment
This analyzes the employees’ capacity to adapt, learn and respond to complex tasks. By using the Predictive Index Cognitive Assessment tools, employers can identify candidates that would have a high potential for success on a particular job. This can be a critical tool to improve the effectiveness of the recruitment process.
With the Predictive Index Cognitive Assessment, employers can hire employees that would have the capacity to handle complex business situations. During the assessment, the candidates are evaluated on the basis of their spatial, verbal and numerical ability.
The survey can be used across all organizational levels, and all types of jobs and is implementable for all industries. The goal is to select the right people to join your team and to identify those who have the natural abilities to succeed.
3. The Selling Skills Assessment Tool
This is a data-driven assessment that enables managers to look at the strengths, skills, and opportunities of their salespeople. By using this tool, employers can accurately quantify the selling abilities of the sales team and can identify areas of improvement. Once these areas are identified, an organization can take sales training initiatives accordingly for maximum performance and maximum revenue growth.
The Selling Skills Assessment survey assesses five critical skills which include building trust and credibility, identifying client needs, presenting products and services articulately, handling objections and close the sale, and creating customers for life.
4. The Influencing Skills Assessment Tool
This provides data on influence as a required business skill. The tool is especially suited for leaders and teams who need to influence others in order to derive success in their respective field or job segment.
The Influencing Skills Assessment survey measures 25 aspects of influence in five main areas which include building trust and credibility, understanding the situation and specific needs, presenting ideas and articulating their value, handling objections and gaining agreement and creating long-term relationships.