What is Predictive Index? How does Predictive Index work? Talent Optimization expert Rob Friday has trained over 1000 business leaders to use Predictive Index. See the updated 2021 Talent Optimization Presentation here.

1. THE POWER OF PI

2. Agenda for Today
• Introductions – Rob, Predictive Success, Predictive Index
• Intro to Talent Optimization
• PI for Teams
• PI Science Overview
• PI for hiring
• Discuss next steps

3. Predictive Index Impact Areas
Job Target, Fit/Gap, Behavioral Interview Guides and Training
Relationship Guides, Management Strategy Guides, Personal Development Plans
Culture Types, Group Analytics, Strategy Assessment, OKRS
Dream Teams, Team Work Styles, Team Strategy Alignment, Diagnose
Engagement
JOB FIT
MANAGER
CULTURE
TEAM

4. Introductions
• Trusted Advisor to over 100 organizations
• Senior Talent Optimization Consultant with Predictive Success since 2009
• Richard Ivey H.B.A. Entrepreneurship + Finance
• VP + COO at 2008 Profit 100 #12 Company New Image
• Volunteer Youth Business Mentor Futurepreneur
• Past Presidents Club Member: Student Works Painting
• Poker Player
• Author: Talent Optimizer Available on Amazon
• Mission – To help companies unlock the true potential of their people
Rob Friday, HBA
Managing Principal, Predictive Success
President – Advisor Works
@talentoptimizer
www.linkedin.com/in/rob-friday
rfriday@predictivesuccess.com

5. About Predictive Success
Our Why
To positively impact the
working lives of people,
therefore positively
impacting every other
facet of their lives;
Better work, better world
What we do
We align people with
business strategies get
the right people in the
right roles to deliver
business results.
Who we serve
Trusted advisors to over
600 clients across North
America
#1 Elite Certified Partner
of the Predictive Index®
Globally
Who we are
Based in Toronto at the
Success Centre with
offices across North
America and in Vermont,
Buffalo, Charlotte

6. The Right Person In The Right Job
&
The Right Job for the Person
“To the greatest extent possible,
assure that each individual you
select to join your organization has
the opportunity to make the
maximum contribution to the
success and profitability of the
business by doing the kind of work
for which s/he has the greatest
opportunity for productivity and
achievement of personal success.”
Arnold’s Mission
Arnold Daniels
Founder of The Predictive
Index

8. PREDICTIVE SUCCESS
Hiring the Complete Person

9. THE POWER OF PI

10. Predictive Index the Company
• Originally developed in 1955 by Arnold S. Daniels
• Daniels helped develop and utilize behavioral tests
within the US Army-Air Force during World War II
• Ongoing Science updates, currently on Form V
• Available in 70 Languages in over 140 countries

11. Predictive Index the Company
Predictive Index in 2020
• Owned and operated by Mike Zani and Daniel Muzquiz in Boston
• Strategic Investments by top global VC firms - General Catalyst
• 25+M invested in software development, team of over 100 developers
and Talent Optimization experts in Boston office
• Over 600 Certified Partners Globally including MTCs in most major
countries.
• VC Backed by General Catalyst
• Category King of “Talent Optimization”
12

12. PREDICTIVE SUCCESS CORPORATION
Blockers to great results
Minimum Requirements
Forces of
disengagement
pull your good
people down
PERFORMANCE &
ENGAGEMENT
JOB FIT
MANAGER
CULTURE
TEAM
TIME
1

13. 6%
Unstructured Interview

14. Workbook page
23% 27%
Behavioral or Cognitive

15. 6%
23% 27%
51%
REFERENCES
Harris T., Tracy, A. & Fisher
G. (2011). Predictive Index®
Technical Overview. © 2011,
Praendex, Incorporated,
d.b.a. PI Worldwide. All
rights reserved.
Hunter, J.E. (1983). A casual
analysis of cognitive ability,
job knowledge, job
performance, and
supervisor, ratings. In E
Landy, S. Zedeck, & J.
Cleveland (eds.),
Performance measurement
and theory (pp. 257-266),
Hilldale, N.J.: Erlbaum.
Hunter, J. & Hunter, R.
(1984). Validity and utility
alternative predictors or job
performance. Psychological
Bulletin, 96 (pp. 72-98).
Smith, F. & Hunter, J.
(1998). The validity and
utility of selection methods in
personnel psychology:
Practical and theoretical
implications of 85 years of
research findings.
Psychological Bulletin 124,
(pp. 262-274).
Smith, M. & Smith, P. (2005).
Testing people at work-
Competencies in
psychometric testing.
Blackwell Publishing UK. All
rights reserved.

16. PREDICTIVE SUCCESS CORPORATION 17
Cost of hiring mistakes
The Department of Labor estimates the price of a bad hire as 30 percent of the employee’s first-year earnings.
 Cost of turnover in Front Line Roles = 30% of base salary - $45,000 base = $13,500/mistake
SHRM found that replacing supervisory, technical roles cost 50% to several hundred percent of the person’s salary.
 Cost of turnover in supervisory, technical roles = 100% + of base salary - $120,000 base = $120,000/mistake
The Center for American Progress (CAP) states that in highly paid jobs and those at the senior or executive levels can
be up to 213% of base salary
 Cost of turnover in executive roles = 213% of base salary - $150,000 base = $319,500/mistake

17. Talent Optimization
Category of Talent Optimization
• Beyond hiring, to a fully integrated talent solution from hire to retire

18. 4

19. NEW Drive Results with Talent*
Business Leaders
HR Professionals
Leaders at all levels
Predictive Index Program SMEs
Includes a new Module on Hire
Includes a new Module on Inspire
Includes live software access exercises designed to help
participants turn learning into action.
Available online Via Instructor led Zoom Classes
See upcoming dates at
https://www.predictivesuccess.com/training_registration

20. PREDICTIVE SUCCESS
Talent Optimization

21. PREDICTIVE SUCCESS
Talent Optimization
DESIGN

22. PREDICTIVE SUCCESS
Design
It’s About…
Strategy alignment
It Includes...
Identifying Team Type
Building Trust and Awareness of Strengths and Blind-spots
Identifying Strategy Type
Aligning on objectives

23. PREDICTIVE SUCCESS
The Design solution

24. PREDICTIVE SUCCESS
The Design solution
Behavioral
Alignment
Strategic
Priorities
● Launch a new line
of products or
services
● Promote from
within
● Increase team
collaboration
● Implement new
systems &
processes
● Improve forecast
accuracy to help
inform long-term
planning and
forecasting

25. PREDICTIVE SUCCESS
The Design solution
100%
AGREEMENT
50%
AGREEMENT
100%
AGREEMENT
Implement new systems & processes
Launch a new line of products
or services
Cut down on waste
Do Not Pursue Pursue

26. PREDICTIVE SUCCESS
The Design solution

27. PREDICTIVE SUCCESS
Talent Optimization
DESIGN
HIRE

28. PREDICTIVE SUCCESS
Hire
It’s About…
Candidate fit
It Includes...
Job targets
Assessing Candidates – Behavior and Cognitive
Interview Guides
Structured interview processes

29. PREDICTIVE SUCCESS
Hire Job Targets, Interview Guides, Candidate Tracking & Ranking

30. PREDICTIVE SUCCESS
Hire Job Targets, Interview Guides, Candidate Tracking & Ranking

31. PREDICTIVE SUCCESS
Talent Optimization
DESIGN
HIRE
INSPIRE

32. PREDICTIVE SUCCESS
Inspire
It’s About…
Employee productivity and engagement
It Includes...
Career pathing
Leadership development
Relationships and team cohesion
Effective behavior based leadership

33. PREDICTIVE SUCCESS
Inspire Management Strategy Guides, Personal Development,
Relationship Guides

34. PREDICTIVE SUCCESS
Talent Optimization
DIAGNOSE

35. PREDICTIVE SUCCESS
Diagnose
It’s About…
Monitoring people data
It Includes...
Measuring what matters
Analyzing the data
Prescribing improvement actions

36. PREDICTIVE SUCCESS
The Diagnose solution

37. PREDICTIVE SUCCESS
The Diagnose solution

38. PREDICTIVE SUCCESS
The Diagnose solution

39. PREDICTIVE SUCCESS
The Diagnose solution

40. PREDICTIVE SUCCESS
The Diagnose solution

41. PREDICTIVE SUCCESS
PI Statistical Validity Studies
• Quantify what drives success in various roles
• Compare Predictive Index to Key Performance Indicators
• Improve hiring and coaching
• Pull from over 350 historical studies

42. Previous Sales Research
• The Predictive Index has conducted 123 studies
on sales roles since 1992.
• 108 of these studies had sufficient findings to
recommend a pattern; the most frequently
recommended patterns for sales roles are
shown on the right.
• These studies on sales roles often link patterns
that are high A and/or B and low C and/or D to
better sales metrics.
43
Patterns Most Frequently
Recommended for Sales Roles
Persuasive
Recommended in
44% of sales
studies
Authoritative
Recommended
in 21% of sales
studies
Altruistic Service
Recommended in
19% of sales
studies

43. PREDICTIVE SUCCESS
Talent Optimization
INSPIRE
HIRE
DESIGN

44. PREDICTIVE SUCCESS
What is a high performance team?
Team dynamics and
working relationships are
poorly understood.
Unproductive conflict and
lack of collaboration
undermine performance
Level 0
Chaotic
Team Members are aware
of their own work
preferences and natural
strengths.
Methods of
communication and
collaboration are
documented and we have
a process for resolving
conflict
Level 1
Basic
Team Members are aware
of their own work
preferences and strengths
as well as preferences
and strengths of
colleagues.
Team performance is
measured, evaluated and
transparent
Level 2
Proficient
Teams are purposefully
constructed based on
organization’s needs.
Roles are assigned based
on individual capabilities
Teams share,
communicate and
collaborate effectively.
Team results > Sum of
individual parts
Level 3
Optimized
A high performance team understands and effectively utilizes the individual strengths and unique abilities of each
team member. The collective team output is greater than the sum of its individual parts.

45. THE POWER OF PI

46. The PI Job
Assessment™
The PI
Behavioral
Assessment™
PI Cognitive
Assessment
ASSESSMENT SUITE
Measures the
Job
“benchmark”
Measures the
Behavioral
Drives of a
Person
Measures the
Learning Ability
of a Person

47. PREDICTIVE SUCCESS CORPORATION
Source #1:
Predictive Index Analytics™

48. How Does Predictive Index Behavioral Assessment Work?
 PI is a Stimulus Response Instrument
 Using a Free Choice Checklist methodology
 There are 172 words associated with specific behaviours
 Human behaviour is the product of response to stimuli

50. What Drives Does PI Measure?

51. 52
PI Behavioural Assessment™
Copyright | Predictive Success Corporation

52. Summary
of
Predictive
Index
Results
Natural Behavior
© Predictive Success | All Rights Reserved

53. PREDICTIVE SUCCESS CORPORATION
Source #2:
Cognitive Analytics™
54

54. 55
General Cognitive Ability ‘g’
Simply put:
The ability to learn
g
refers to developed General Cognitive Ability
Copyright | Predictive Success Corporation

55. Target Scoring Guide
• Cognitive demands of job
• Start with average (from norms)
• Make adjustments based on
learning needs, complexity of job
and work environment stability
• Add points for manager or VP
level roles
This is a starting point. Other data (e.g. average score of applicants) may influence the target score.

56. “Will likely have
difficulties…”
“May have
challenges…”
“Should succeed
at…”
“Will likely excel…”
14 15 23 +
22
21 21
20
19
18
17
16
Raw Score:
Example

57. Casting: Right Person, Right Role
Quickly identify fits and gaps
to explore or confirm in your
interviews
Behavioral & Cognitive
Requirements
of the Role
58

58. Talent Optimized Interview Process
59
Copyright | Predictive Success Corporation

59. 60
Interested in a Free Predictive Index?
https://assessment.predictiveindex.com/bo/CrW/Slidesharedemo
Thank you
Rob Friday
rfriday@predictivesuccess.com
www.predictivesuccess.com