how does cognitive ability impact job...
TRANSCRIPT
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How does cognitive ability impact job performance?
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Drew FortinVP, MarketingThe Predictive Index
WELCOME!
ß Q&A
Matt Poepsel, PhDVP, ProductThe Predictive Index
FORMAT- 30 Minute Presentation- Q&A Session at the end- Offer to follow
Mike ZaniCEOThe Predictive Index
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In a recent survey (n>200) only 21% CEOs felt they got their money’s worth from who they hired
80% of external hires
were disappointments
Promotions 75% of the time
PRICE PRICHETT
TOPGRADING: HOW TO HIRE, COACH AND KEEP
A PLAYERS
A survey of top HR executives at 25 of the global 50 found that:
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SO WHAT DO MOST PEOPLE DO ABOUT IT?
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RESUMEHEATMAP
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6 sec. screening…then we interview
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with less than10 min. of prep
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Unicorn Image
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WORK PERFORMANCE
KINDA FIXED
LEARNEDEDUCATION
KNOWLEDGESKILLS
EXPERIENCE
BEHAVIOR
COGNITIVE
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TOOLS NEEDED
THE FOCUS OF RESUMES
& INTERVIEWS
EDUCATIONKNOWLEDGE
SKILLSEXPERIENCE
BEHAVIOR
COGNITIVE
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6%
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23%
27%
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6%23% 27%
51%
REFERENCESHarris 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.
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See the entire person.
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BEHAVIOR
COGNITIVE
PI Behavioral Assessment™
PI LearningIndicator™
General Cognitive Ability (GCA)
Simply put:
The ability to learn
grefers to developed General Cognitive Ability
An Indisputable Link
oOverwhelming evidence that
g predicts job performance (e.g., Schmidt, 2002)
oOnboarding and job trainingoOn-the-job learningoSolving problemsoDealing with complexityoMaking important decisionsoAdapting to changesoExecutive and leadership functions
Learning in the Modern Work Environment
oThree forces are placing a premiumon the ability to learn quickly.
oIncreasing complexity (e.g., Technology)oHyperconnectednessoAccelerated rate of change
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Takes TimeCANDIDATE 2
CHANGE
TIME
Learns QuicklyCANDIDATE 1
Environmental Complexitydue to change in business environment
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Environmental Complexitydue to change in business environment
Takes TimeCANDIDATE 2
CHANGE
TIME
Learns QuicklyCANDIDATE 1
Design Criteria: PI Learning Indicator
üBRIEF ASSESSMENTüEASY TO ADMINISTERüEASY TO COMPLETEüEASY TO INTERPRETüAVAILABLE TO OUR GLOBAL CLIENT BASEüMEETS OUR SCIENCE STANDARDS
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The Predictive Index Learning Indicator™ is a cognitive ability assessment that measures an individual’s
capacity to learn, adapt, and grasp new concepts in the
workplace.
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The assessment measures 3 factors of cognition
Numerical Abstract Verbal
12-minuteTimed Assessment
Available in 80+ languagesAcross any industry
Predict learning velocity. The PI Learning Indicator is a cognitive ability assessment that measures an individuals learning velocity, or their capacity to learn, adapt, and grasp new concepts in the workplace.
LEARNING INDICATOR™
Getting to go Timed Assessment –
“processing speed” matters
o Verbal, Numeric, and Abstract questions
o Items have 3 different difficulty levels
o Dynamic assessment engine o Different itemso Different order of answerso Unique first & second assessments
LI Score (g)
Verbal
Analogies
Antonyms
Verbal Analysis
Numeric
Number Series
Word Problems
Number Values
Abstract Reasoning
Visual Analogies
Visual Series
Common Features
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Greg Barnett, Ph.D. VP OF RESEARCH & DEVELOPMENT
Austin Fossey, MADIRECTOR OF ASSESSMENT RESEARCH
Phil Drazewski, MSSENIOR RESEARCH CONSULTANT
Sarah MulveyRESEARCH CONSULTANT
Matt Poepsel, Ph.D.VP OF PRODUCT DEVELOPMENT
PI SCIENCE TEAM
Science Advisory Board
Dev Dalal, Ph.D. UNIVERSITY OF CONNECTICUT
Jason Huang, Ph.D.MICHIGAN STATE UNIVERSITY
Jay Magidson, Ph.D.FOUNDER OF STATISTICAL INNOVATIONS
Caveon Test SecurityADVANCED PSYCHOMETRIC EXPERTISE
Fritz Drasgow, Ph.D.UNIVERSITY OF ILLINOISSPECIAL ADVISOR
Establish and Ensure Validity, Reliability, and Fairness
Conduct PI Validity Studies
Advance the Science of the PI portfolio
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To succeed in today’s hiring environment, employers must:
1. Define the cognitive requirements of the job
2. Prioritize candidates based (in part) on their cognitive abilities
Step 1. Define the Cognitive Requirements
oTarget Scoring Guideo Start with percentile-based
recommendations
o Make adjustments based on YOUR JOB’s learning needs, complexity of job, and work environment stability
o Add points for manager or VP level roles
oGain agreement from key stakeholders
This is your starting point. Other data (e.g., average score of applicants) may influence the Target score.
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Target the right cognitive threshold for any job or industry.
2019181716151413
Find a 100% cognitive fit for the position.
USING RAW SCORES: Learning Fit to Role
• Think about “Learning Fit”• Go down 10% Fit for each score
below Target• Don’t give extra points for scores
higher than Target
• Constructive way to use Learning Indicator
• Modify when you have enough real applicant data
Using FIT language reduces sharing confidential and sensitive scores
100% FIT90% 80% 70% 60% 50% 40% 30%
Step 2: Prioritize Candidates
Behavioral Fit
Learning Fit
High
Low
HighLow
BENEFITSo Consistent, fair selection processo Multivariate selection decisiono Highest probability of successo Optimal investment of time
You have a plan.It’s time to launch.
WHO WILL TAKE YOU THERE?
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Understand your people.
Ensure alignment.
Move confidently forward.
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SCIENCE+ TECHNOLOGY+ KNOWLEDGE TRANSFER
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SCIENTIFICALLY VALIDATED ASSESSMENTS
PI Job Assessment™PI Behavioral Assessment™PI Learning Indicator™PI Selling Skills Assessment™
HIREto
RETIRE
INTELLIGENT
SOFTWARE
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THE PREDICTIVE INDEX• KNOWLEDGE TRANSFERKNOWLEDGE
TRANSFER
What you want.
PLAN
What you get.
RESULTS
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REQUIRE HIRE INSPIRE
PLAN RESULTS
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Drew FortinVP, MarketingThe Predictive Index
THANK YOU!
ß Q&A
Matt Poepsel, PhDVP, ProductThe Predictive Index
NEXT STEPS1. Receive email with slides and recording2. Reach out to your PI Partner3. Contact PI directly
Mike ZaniCEOThe Predictive Index