Scientifically grounded effectiveness is one of our priorities.
PIF predicts high performance of employees
Middle and senior managers (296 people) of big retail company were tested by PIF. A year later their effectiveness was measured. The study showed that effectiveness of managers with high PIF score,was 40% higher than effectiveness of managers with low PIF score.
Employees with high PIF score have a successful career
Employees of big Russian bank (2 061 people) were tested by PIF. Soon after asessment the ratio of their grade and test results was measured. Higher grades were occupied by employees with high score: they appeared to be effective due to their potential and managed to have a successful career.
PIF predicts results of assessment centre
PIF results show a high correlation (r=0.42) with other personnel assessment tool - assessment centre. Employees with high assessment centre score have a high PIF score as well.
Standart is developed by leading companies in the field of testing and acknowledged by professional society. It contains requirements to tests developmet and methods of their implementation.
We conducted 5 studies to check the effectiveness of PIF. The test meets all requirements of Russian standart of personnel testing in terms of validity and reliability.
Scientifically grounded efficiency is one of our priorities.
Effectiveness of PIF is proved by studies on Russian companies
Download PiF validity study results
The model of potential used by PIF was created based on 160 international studies on work effectiveness and adaptation to new environment.
Two pilot studies in Russian companies were conducted to validate the model.
Using PIF, you will be sure that you assess the potential.
On the picture you can see components assessed by PIF. Press on question mark to read more about them.
Simple: it is the likelihood that the employee will be effective in the new environment. Scientifically: it is a set of relatively stable employee characteristics that predict its effectiveness in solving new professional tasks in the medium and long term.
The employee ability and desire to learn new experience and further apply it in solving work problems.
Motivation for development – the desire to learn and develop, to acquire new professional skills and knowledge. Openness of thinking – the ability to overcome one's stereotypes and adapt to new conditions.
Motivation for leadership – the willingness to take up managerial positions and bear the costs of leading people. Social intelligence – the ability to determine the motives of other people and influence people without using administrative resources.
Speed of thinking – the ability to quickly process information in standard situations. Critical Thinking – the ability to deepen into complex and conflicting information.
Readiness to set ambitious goals and be responsible for their achievement.
Select managers who can benefit your company.
Identify talents that can become successful managers.
Talent pool formation
Use PIF in the most important HR-tasks
Select employees who will be able to solve strategically important tasks for the company.
Identification of high potential employees
Selection for training and leadership development programs
Select employees who will accurately learn the necessary skills during training and will apply them in their work.
The employee passes a series of ability tests. They will show what employee is capable of ("I can").
Assign employees for testing. Testing happens at the secure online ECOPSY platform.
Testing is simple
And a series of personality questionnaires. They will show the motivation of the employee, the level of his focus on the result ("I want").
As a result of testing, a report is automatically generated. It contains both a brief conclusion about employee's potential and a description of all components of his/her potential.
The report does not require special education or training for interpretation and use in work. It is simple and convenient for making personnel decisions.