In 2020, Eric van der Linden, HR Director at CTAC completed a Pinsight assessment as part of his candidacy for his role. From his viewpoint as…
A large urban school district partnered with Pinsight to address a renewed focus on excellence in leadership as the key driver to achieve their organizational goals….
Compared to common psychometric tests (personality or intelligence tests), 94% of participants viewed the Pinsight simulation as more interesting, rewarding, challenging, and insightful.
After 12 months of development, 79% participants improved their leadership skills as measured by a post-test. Overall, participants’ performance on leadership competencies increased by 11%.
The Pinsight assessment was unbiased and was free of unintentional discrimination (adverse impact) against women, those over 40, and racial minorities. In line with other research, women actually performed better on the assessment.
The Pinsight assessment was a strong predictor of leaders’ ability to retain talent on their teams: High scorers were 6x more likely to retain their employees than low scorers.
Employees who participated in the Pinsight program showed 14% increase in engagement scores compared to the average engagement scores across all employees in the company, citing an increase their sense of connectedness to the mission and goals of the organization.
The Pinsight assessment was a strong predictor of success in the leadership roles (r = .43). With confidence in the tool, the Pinsight assessment was implemented in the selection process for key roles, and the quality of hires increased by 13% after only six months of implementation.
The Pinsight assessment was a strongly correlated with ratings of job performance (r = .54). High scorers are up to 10x more likely to be top performers than low scorers, allowing the organization to confidently agree on people moves within days, reducing conflict, bias and lengthy review process.