Do you feel that the challenging business environment is adding pressure to the already daunting responsibility of leading people and processes?
Have you experienced the frustration of hiring excellent talent, only to see a lack of team collaboration and productivity?
Are your top performers working beneath their potential or maybe leaving the organization altogether?
Has the dynamic of your best teams changed (for the worse?) with the introduction of new team members or a leader?
The good news is that there are technological advances that can help with human capital management, whether you are hiring, trying to identify top candidates while getting inundated with resumes, or trying to do more with less by ensuring your existing teams are optimized for best performance.
Of course, navigating through the various technological options can be confusing and stressful.
To make matters easier for you, below we present two platforms, the Predictive Index and OpenElevator, that can significantly help you, depending on the key pain point needed to be addressed in your organization.
While both platforms assess the personality traits of individuals, they deliver a very different data set and ultimately solve very different issues.
Do you have a hard time finding people whose natural personality strengths match your position-specific needs? If yes, the Predictive Index can help. The tool predicts how well an individual’s personality fits a specific job. A good personality fit with the job means a solid individual contribution.
This is in line with one of the fundamental ideas developed by the great Peter Drucker, the founder of modern management, that we all have natural strengths, which, when utilized, help us deliver at our highest potential.
Do you have high turnover, struggle to select talent who naturally collaborate well with managers, and/or optimize existing teams? If yes, the OpenElevator platform can help. The two-sided, bias-free assessment measures how easily individuals fit with each other, so that employers can go beyond guesswork and gut feeling in their decision-making process. Good interpersonal fit between individuals means the team is optimized for collaboration and to deliver and remain engaged for the long term.
This addresses the No. 1 driver of employee engagement: the relationship between the individual and the manager. The No. 1 reason people quit their job is dissatisfaction with the relationship with their direct boss.
The relationship with the direct boss is SO important that engagement can vary by up to 70% from manager to manager in the same organization. People who are more aligned just have an easier time depending on and trusting each other to deliver and succeed.
How does it work?
The Predictive Index, with an approximately 7-minute assessment, measures four “drives”: dominance, extraversion, patience, and formality, all of which determine workplace behavior.
Everyone has some combination of all four factors. The Predictive Index assessment delivers the relative extent of each of these factors of an individual, with the results translated into a behavioral pattern that centers around a midpoint and three sigma on either side. If a factor falls to the left of the midpoint, the person has a low amount of that factor, and if a factor falls to the right of the midpoint, the person has a high amount of that factor.
For example, in the pattern below, the individual has high dominance (A), high extraversion (B), low patience (C), and low formality (D).
For hiring, the tool allows employers to create a pattern for a specific job role, which they can then use to compare to a prospective and a current employee’s behavioral assessments to identify ideal matches and illustrate differences or blind spots.
For existing teams, organizations need to provide managers with strategies and training to understand, support, and challenge each of their employees as individuals. These tools can take the form of behavioral and cognitive assessments, as well as other methods that help leaders manage each employee as an individual.
Ideally, your results should be delivered and explained by a trained PI analyst.
The OpenElevator platform, with a bias-free alignment assessment, easily ensures that the fit for a winning relationship is right, right from the start. The 5-minute assessments for candidates/existing team members and managers are designed based on 100 years of research to be minimally invasive and maximally insightful, delivering unprecedented levels of transparency and predictability.
In just a few minutes, the two-sided assessment can identify which candidate is best for the manager and the environment. It proactively mitigates the risk of conflict and dysfunction, dramatically reduces the risk of early turnover, and helps clients get in front of the fact that employee-manager relationships are the most important factor driving retention. The cost is minimal, the software is highly scalable, it’s designed to bolster what you’ve got in place already, and you don’t need a psychology degree to interpret the results.
For hiring, the tool delivers a people alignment ranking and score as well as an organizational alignment score, allowing employers to easily compare applicants and to identify the top candidates for both technical and interpersonal fit. The platform enables the client to easily sort and select the top candidates according to alignment with the manager, values alignment with the organization, and answers to bespoke go/no-go questions.
For existing teams, organizations can eliminate the guesswork, subjectivity, and biases from team development, enabling new team members to hit the ground running and making it easier to transfer, reshuffle, and redeploy without negatively impacting unit morale. There’s only so much that can be done to change behaviors, much less personalities, so OpenElevator gives clients the tools to put the people they already have in the best position to succeed.
Effectively, it’s a cheat sheet on who has the potential to work together with the least amount of friction and a cost-effective, scalable way to answer a simple but important question: How do I help my people work collaboratively in support of my business goals?
By combining advanced and complementary consultative support, companies tackle the most persistent factors contributing to turnover, disengagement, and the associated costs.
With the Predictive Index, you can hire the best-fit candidates for technical and personality traits to succeed as individual contributors in a specific job. Especially useful for career counseling and career start programs.
With OpenElevator, you can reduce turnover and increase productivity by hiring the best candidates for technical and interpersonal fit and by optimizing existing teams for long-term engagement.
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