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.
Employees who participated in the Pinsight program showed 43% lower turnover compared to the average turnover across all employees in the company, citing an increase in engagement and sense of connectedness to the mission and goals of the organization.