Recruitment process

1. Creating a reference profile:

ICA Maxi Gnista started the process by creating a reference profile for their "ideal" employee. Using the PI tool, their managers completed the PI Job Assessment to gather objective insights into the behavioral and cognitive abilities required for the role. They also collected data on the traits of their current high-performing employees who enjoy their work and have stayed long-term in the store, and compiled this into a Job target profile.

2. Recruitment Workshops:

The next step was to conduct recruitment meetings in the form of workshops. ICA Maxi Gnista held a total of six sessions with 35 participants per workshop. During these meetings, candidates were assessed based on their performance in group activities, focusing on their interaction with other participants and responses to specific questions. Each candidate was given a score based on their performance.

3. PI Analysis and Results:

After the workshop, all candidates completed PI Assessments, and their results were compared to the previously created reference profile. This provided a score, ranging from 1 to 10, indicating how well each candidate matched the ideal profile.

4. Selection and Hiring:

ICA Maxi Gnista then compiled the scores from both the PI assessment and the workshop, hiring the candidates with the highest total scores. In cases where candidates had the same score, a review of their CVs was used to determine the most suitable candidate.

Conclusion

With the help of Predictio and PI, ICA Maxi Gnista has been able to streamline their summer recruitment while also building a stronger, more engaged team. PI has proven to be an invaluable tool for ensuring the right people are hired, contributing to the store’s overall success.