The Predictive Index software

Have you got a few people who you sense are a poor fit in their roles?  Are you struggling to find the right person in a tight job market?  Are you losing people because they say they can get paid more elsewhere?

Is there a level of dysfunction within your company, and as a leader, you’re unsure how to resolve this internal pain point? Is there a notable void between employee engagement, performance and your company’s overall mission and vision?

Collaborating with The Heartware Group can help you get to the bottom of what’s going and put a plan in place to make lasting changes.

We use science and data, powered by The Predictive Index, combined with workshops, coaching and surveys, to enable and empower you to gain the very best from your people, so they, in turn, produce the best results for your business.

Human data analytics is the basis for identifying gaps and then creating significant alignment between your business strategy and your people strategy. We help design and fine-tune an optimal workforce and talent strategy, to produce a significant, lasting change. Our goal is to help you use The Predictive Index to enable people to do the best work of their lives, contribute to something larger than themselves through teams, and drive the results your business achieves long-term.

Get a deep understanding of your team, and develop a consistent, data-driven recruitment and promotion system

The Predictive Index measures a person’s behavioural drives to determine what level of control and influence they need over people, things and events; to what extent they need social interaction and social acceptance; whether they need to work at a slower, steadier pace or if they thrive in a fast-paced environment; and what their need for rules and structure is.  

In addition, The Predictive Index measures a person’s cognitive ability to ascertain how quickly they will pick up concepts and how easily they manage complexity in the workplace.  These factors predict the likelihood that a candidate will be a good fit for the job or task at hand, increasing your chances of success ten fold.

From a leader’s perspective, the Predictive Index:

• allows leaders to take control of their people decisions and activities (hiring, deploying, promoting, leading, coaching) without needing large internal capacity
• reduces the need for external consultants to come in and run programs or interviews for them
• provides deep insight into what environment and conditions an employee needs to thrive, ensuring the business retains them for longer
• gives the confidence and capability to ensure new candidates and/or existing incumbents are placed in the right role, every time
• produces highly validated and reliable data via a very quick assessment that allows managers to swiftly customise their management style to suit individual team members’ needs
• enables leaders to hire right, deploy right, coach right, manage right, interview right and engage right from an individual perspective
• gives leaders a means to predict workplace behaviour and increases the predictability of successful on-the-job performance
• delivers easily accessible tools to provide the right support and coaching for people in roles they’ve yet to grow into, thereby addressing psychological safety requirements, without the need for large internal capacity, because the information is at managers’ fingertips and is customisable by person and role 
• gives mid-tier businesses affordable access to the type of psychometric testing used by large multinationals
• reduces time spent attracting and selecting candidates by using software to profile and design the job, and administer a pre-assessment, before vetting resumes.  Leaders only interview candidates who are aligned with the behavioural and cognitive demands of the job, and are therefore focusing more on interviewing for values fit, attitude and cultural fit.
• decentralises and scales the recruitment process since managers reach consensus on the job profile and design, and use system-generated supplementary interview questions to test for behavioural fit
• gives control of data collected to the organisation.  The data is owned by the organisation, not the provider of the psychometric testing, and is queryable on demand by any designated user
• provides the ability to strategically and intentionally design teams based on need, fit, preferred work styles and outcome required.  It can also be used to design teams that are a better customer fit
• offers a simple yet powerful framework for aligning talent strategy with business strategy to increase successful execution of strategic initiatives
• enables leaders to better attract the right talent for the job and create tailored employee value propositions based on individual’s behavioural drives and needs.

Maximise your workforce’s full potential with a structured series of assessments designed to match the company’s overall strategic direction and identify who would best fill each role in achieving top-tier objectives.

We also use The Predictive Index to formulate a framework for a desired workplace culture, measure where it is at the moment, then establish the behaviours required to build that culture.  At the same time, we create systems that promote and maintain a strong sense of accountability for actions that will drive results and uphold the desired culture. 

By partnering with an expert facilitator, you’ll engineer a world-class workforce, propel internal optimisation, pave solid development pathways, improve your recruitment process and explore team functionality by identifying individual’s strengths and gaps.

Are you ready to implement The Predictive Index for your company, by having this data right at your fingertips every day? Then get in touch with us now for a confidential, insightful conversation.

Implementing The Predictive Index will help:

Ensure ideal job fit

Draws on behavioural demands of the job as well as individual behavioural profiles to identify alignment (and misalignment) with current role to enable people to play to their strengths and receive targeted coaching where they need to flex.  Enables leaders to tailor their management style to meet the needs of each individual.

Structure a robust recruitment process

Creates a data-driven approach to recruitment that saves time and can be applied consistently across the organisation by hiring managers.  Ensures the behavioural and cognitive demands of the job are identified before candidates are screened and matched to the position, to uncover the best possible alignment before wasting precious time on resume reading or pre-interview screening.

Measure engagement

Identifies engagement levels and uncovers areas of dissatisfaction created by one of the four forces of disengagement: job fit, manager, team and culture.  Proposes remedies and action plans to help leaders address blindspots and gaps.