4 excellent ways you can use to improve hiring accuracy

  • Post published:23/09/2020
  • Reading time:7 mins read

If you know where a person falls on a scale of low to high on these four factors, you possess an incredible knowledge about what it would be like to work with him or her.

Situational leadership has never been easier.

Try it for free and see how accurate this 10 minute assessment really is. Guaranteed. Scroll down for details.

But first, the four scales are:

  • Dominance is the drive to exert influence on people or events.
  • Extraversion is the drive for social interaction with other people.
  • Patience is the drive to have consistency and stability.
  • Formality is the drive to conform to rules and structure.

The Predictive Index (PI) is one of the most used assessment tools in the world with over 8,000 happy clients. PI is headquartered in Boston, USA, and has helped companies, employees, and candidates for 60 years. Over 20 million tests have been completed.

Poor job fit and so what?

One of the four forces that disrupt employee engagement and productivity is poor job fit. Poor job fit happens when people are placed in roles they are not naturally wired to do.

But if you take the time to understand what makes a candidate tick—and what type of workplace environment and role they would be most successful in—you can reduce bad hires and turnover and instead increase motivation and commitment.

What about poor manager fit?

Another reason why good employees quit is poor manager fit. Poor manager fit happens when managers don’t have the tools, they need to manage employees in a way that pushes them to the top of their game.

But when you give managers access to behavioral tools they can use those data insights to tailor their management style to each individual direct report.

Use Reference Profiles to improve hiring accuracy

After a thorough analysis of millions of Behavioral Assessments, the PI Science Team identified 17 Reference Profiles that create a behavioral map for different types of people. The 17 Profiles are grouped into four groups.

In the Social Profiles group are 6 reference profiles. These profiles are highly extraverted compared to other behavioral drives. In the workplace, people in this group tend to focus on relationships.

Knowing what hides between the candidates’ smiles and gestures will help you improve the quality of your hiring.


Humble and supportive, Altruists are precise and helpful colleagues. These extraverted workers are great teammates that remain level-headed even when things get heated, making them great diffusers of conflict. Altruists are detail-oriented and unafraid to delegate tasks.


Any group in need of a steady and resolute leader should look for a Captain. These individuals are independent and strong-willed, willing to accept any challenge and constantly raising the bar for their organizations. Captains work well under pressure and command stressful situations with an air of confidence and authority.


Often cooperative, empathetic, and patient, Collaborators are important teammates to have in your teams. These workers approach tasks with an open mind and are unafraid to consult multiple opinions before making a decision. They are unlikely to incite conflict and take steps to ensure everyone agrees before moving forward.


These workers often assume leadership positions. Mavericks are visionaries with high ambitions and incredible tolerance for risk. They are able to leverage their personality traits to connect with people and their values, thus improving their abilities to make their dreams a reality. Confident and fast-paced, Mavericks come into projects expecting to impact the status quo.


Promoters are the kinds of workers that you want on the front lines. Extraverted and charismatic, these workers are hard not to like. They are fluent conversationalists that ask questions and listen intensely to everything you have to say. Promoters think “outside the box” and will empower others in pursuit of their goals.


Charming and well-spoken, Persuaders won’t take no for an answer. These outspoken workers know how to work a room and motivate a team. By mobilizing groups and teams, Persuaders possess the ability to rally workers toward a single, unified goal.

Call for action; do this now please…

Contact Tom Sorensen, an Associate Partner of Humanostics who is a PI Certified Partner authorised to use the science and assessment software of The Predictive Index.

Email me and get a free trial. Find out how PI can help you impress the boss and hiring managers. Email me on tom.s@tomsorensen.in.th

Tom Sorensen

Tom Sorensen is an executive search veteran with over 25 years of experience recruiting in Asia, Europe, and Africa. He has worked in executive search in Thailand since 2003 and is recognized as one of the country’s top recruiters and most profiled headhunters.