Pangea offers a wide variety of skill, personality and behavioral testing available during the application phase as well as beyond the hire date. One of the most unique and powerful assessments available to our clients are the following Performance Inventory employment tests.
Performance Inventory Tests (or PI tests) are a series of nine employment tests that are the result of thirty years of applied research and consulting to hundreds of organizations. Each of the inventories focuses on a set of personal traits that lead to productive performance, enabling the tests to predict how people will opperate in a number of job functions. What’s important about Performance Inventories is that the traits (the ingredients measured by the tests) are job-performance-related, not merely academic.
Performance Inventory test items ask applicants to report their everyday behavior, rather than to give their attitudes and opinions, thus making them less intrusive. These test are also structured in a way that obtains true answers rather than just stating what the applicant assumes the employer wants to hear. Performance Inventory tests are professionally presented as just one more part of the job application, revealing applicants’ qualifications, but not raising their sensitivity. Written at a simplified reading level, the tests take applicants about seven minutes to complete, and can be given in any combination that makes sense for the position they are applying for.
PI Dependability Test
Many successful work behaviors can be traced back to a person’s dependability, which itself is multi-dimensional. Dependability is shown in many ways, ranging from positive constructive contributions to the low end of intolerable counterproductive acts. To measure the traits that underlie productivity, reliability, and norm acceptance, the PI Dependability Test measures Conscientiousness, Achievement Motivation, Trustworthiness, Orderliness, Detail Attention, Self-control, and Rule-following. Having more dependable employees improves inventory shrinkage, involuntary termination, attendance, discipline incidents, rehireability, labor cost, material waste, and drug test positives. With fewer employee problems, manager labor cost is also reduced. High PI-Dependability Test scorers do many things that ultimately add up to working more and goofing off less.
PI Safety Test
Since the majority of workplace accidents result from human error, one impactful way to control these costs is to hire safer and more conscientious employees. People who are risk-takers for example, do things just for fun, cut corners, and violate policies, resulting in more accidents, damage, and injuries. The PI Safety Test measures applicants’ Risk-taking, Attentiveness, Impulse Control, Boredom-proneness, Return-to-work incentive, and Stress Management, all underlying the behaviors that lead to safe behavior. Employees who do well on the inventory are likely to be more conscientious people who follow safety rules, have fewer injury-absences and near-misses, work harder and show motivation to return to work. Once a workforce is hired with passing PI Safety Test scores, the results are easily measured via workers’ compensation claim costs and premiums going down for their organization.
PI Sales Test
There are numerous paths to success in sales, and a variety of important traits and behaviors that lead there. These include Extroversion, Friendliness, Initiative, Effort, Resilience, Competitiveness, Optimism, and others gauged by the PI Sales Test. People with higher levels of these traits keep busy, persuade others, dive into their work, handle rejection, and keep trying, which results in selling more products and services. Improved outcomes are seen in the different measures of sales performance, such as dollar amount sold per hour, units sold per hour, percent of goals and quotas met, commission paid, and up-selling additions.
PI Customer Service Test
Successful performance in customer service jobs is steered by a combination of underlying personality characteristics that primarily have to do with interpersonal skills. The PI Customer Service Test assesses these service-related traits, including Agreeableness, Friendliness, Consideration, Cooperation, Empathy, Helpfulness, Self-awareness, Self-confidence, and Attentiveness. Improvements are measurable when employees greet customers and smile pleasantly, helpful communication, showing consistent courtesy, solve customer problems, and exhibit many other positive interpersonal acts, resulting in improved customer experiences, repeat business, work team cohesion, and more sales.
PI Retention Test
People leave hourly jobs for many reasons, only some of which are controllable. The PI Retention Test increases tenure and reduces the turnover that is attributed to employee character. Employees who stay longer score high on PI Retention Test measurements of Engagement, Motivation, Self-determination, Social Attachment, Self-control, Resilience, Personal Adjustment, and are low on Confrontation, Solitude, and Career Indecision. Those that pass PI Retention Tests are likely to become stakeholders and form attachment to their jobs, which leads to longer tenures. Because the Retention scale includes some of the Dependability items, both involuntary and voluntary turnover is reduced, including that from job abandonment. With lower turnover, new employee training costs can also reduced.
PI Professional Test
The PI Professional Test assesses general productive performance in salaried and professional jobs. It covers the factors of Motivation, Work Efficiency, Personal Stability, Independence, and Thinking Skills that are characteristic of higher-level jobs. When professional employees score high on these characteristics, they can focus, multi-task, adapt to change, handle stress, prioritize, and work energetically. The results of this better use of their native talents are improved productivity in their jobs, stronger promotability, and a deepened high-potential pool.
PI Management Test
The PI Management Test includes most of the facets of the PI Professional Test, plus items related to Leadership, Courage, Communication, Planfulness, and Sociability. These traits identify managers and supervisors who lead with a balance of task and people concerns, make timely logical decisions, learn quickly, take responsibility, give constructive feedback, and develop staff loyalty. More effective selection of managers improves profit and efficiency, employee labor cost, employee satisfaction, customer satisfaction, employee turnover, material waste, and employee theft.
PI Risk Test
The PI Risk Test is in a different format than the other performance-based tests. PI Risk Test items call for applicants to judge the seriousness of various misbehaviors, and produces a combined score reflecting their tolerance toward Civility, Sobriety, and Productivity misconduct. High-risk candidates will have more disruptive and disciplinary actions resulting in termination. This kind of test works best for rejecting the least viable candidates from an applicant pool. It would make sense to use the PI Risk Test to “screen out” hourly applicants, combined with the PI Dependability Test to “screen in.”
PI Logic Test
Of the PI tests, the PI Logic Test is the only one that assesses abilities, rather than personality traits. The PI Logic Test is a non-verbal graphic test of logic and problem-solving abilities that correlates with successful performance in all jobs that require clear thinking. Because the items have no words or numbers, it is easily used cross-culturally. The test shows applicants’ analytical, problem-solving, comprehension, and mental agility skills, such as finding meaning in data, understanding concepts, drawing correct inferences, and understanding subtle and complex relationships. High scorers are intelligent, logical, perceptive, competent, and quick learners. Often, combining a mental power test such as this with performance-based personality tests predicts job success with the most validity possible.