Viewing a candidate's behavioral fit data

This article applies to all Hire users in the PI2 platform.

Once you've set a Behavioral Target for your job and sent the Behavioral Assessment to candidates, behavioral fit data will begin to populate as applicants complete the assessment.

In this article, we'll explain how to view a candidate's behavioral fit data, and how to troubleshoot if the data isn't showing correctly.

How to view a candidate's behavioral fit data

Log in to the PI software.
Select Hire from the top navigation bar.
You will land on the Hiring Center.
Search for and select the relevant job.
Select the "Candidates" tab (if not already selected).
Here, you will see a list of candidates associated with the job.
Under the header labeled "Behavioral Fit," you will see each candidate's behavioral fit rating, represented via a 5-star scale. (The scale includes 0.5-point increments and ranges from 0.5 stars to 5 stars.)
Under the header labeled "Behavioral Pattern," you will see a high-level visual comparing the candidate's Behavioral Pattern to the job's Behavioral Target.

Viewing Behavioral Fit from this page is useful for identifying candidates whose behavioral traits most closely align with your target.

That said, you'll likely also want to consider more detailed information on a candidate's behavioral results.

To see more detailed behavioral fit data:

Click on a candidate's name.
Select the Job Fit tab.
You will land on the candidate's Behavioral Target Fit page. Here, you will see detailed information on how their behavioral data stacks up to your target.

What data is included on the Behavioral Target Fit page?

The Behavioral Target Fit page includes the following insights on a candidate:

Behavioral Target Fit

See how the candidate's Behavioral Pattern compares to the Behavioral Target previously set for the job.

Additional details on this page include:

Factor letters (including Factor E)
Sigma value ranges
A list of naturally aligning characteristics
A list of potentially misaligning characteristics

Tip: Want to learn more about each of the factors and how to interpret them? Check out this educational resource.

Further down the page, you'll find a section titled "Responsible use," which provides general pointers on how to use PI data responsibility when hiring.

FAQs

General questions

I'm not sure how to interpret a candidate's behavioral data. What now?

A good starting point is to review our Introduction to the PI Behavioral Assessment guide. This resource explains how the Behavioral Assessment was created, how to administer it, and how to interpret the results.

Where can I find the number of adjectives a candidate selected on the assessment?

In older versions of the PI software, users could view the number of adjectives, or "items," a person selected on the PI Behavioral Assessment. This number, also known as "M Score," is not a validated measure for hiring, and has been sunsetted from PI Hire.

Note: We understand the number of items selected has certain value in understanding employees from a coaching and development perspective. To preserve that value, we have retained this functionality in PI Inspire. Find it at the bottom of page 1 of an employee's downloadable Behavioral Report.

Is it possible to allow candidates to retake the Behavioral Assessment?

No. It is not currently possible to allow candidates to retake the Behavioral Assessment.

Can I view 2 candidates' Behavioral Assessment results side by side?

Unfortunately no. You're likely thinking of the Relationship Guide, a tool in PI Inspire that allows users to overlay and compare 2 employees' behavioral results. The Relationship Guide is not validated for use in hiring; therefore, it is not available in PI Hire.

Instead, we strongly recommend comparing candidates not to one another, but to the Behavioral Target you've set for this job. Doing so helps to ensure you're using PI data responsibly and fairly.

Can I compare a candidate's behavioral results with an existing employee's PI profile?

Instead, we strongly recommend comparing candidates not to existing employees, but to the Behavioral Target you've set for this job. Doing so helps to ensure you're using PI data responsibly and fairly.

Tip: Looking to compare a candidate with an employee because that employee previously excelled in the same role? If so, you can model a Behavioral Target after this top performer.

This lets you compare the candidate's behavioral results to a Job Target based on the top performer's data.

Troubleshooting

"X" candidate's behavioral fit rating isn't showing up. Why?

If a candidate's behavioral fit rating (aka their "fit score" or star rating) isn't showing up, it's likely because you haven't created a Behavioral Target for this job.

Once you've created a Behavioral Target, the PI software will be able to calculate (and show) the candidate's fit rating.

Tip: Did you recently upgrade from the Legacy PI software? It's possible you have an existing target that became de-selected in the transition to PI2.

Make sure your Behavioral Target is as "active," then check to see if the candidate's star rating populates.

To set an existing target as "active":

Select the job from the Hiring Center.
Under “Behavioral Targets” on the left-hand side, choose the desired target.
Click the “Set as Active Target” button.

This Behavioral Target will become your active target, and behavioral fit ratings should populate based on the chosen target.