How Predictive Index Makes Hiring Easy

Help With Sifting Through Thousands of Applications

Predictive Index for Hiring

With high unemployment rates, your business is likely to experience a flood of applicants for each open position. That’s great — exactly what you had hoped for months ago when you felt like it was impossible to find the right talent. However, when it comes to sorting through hundreds of applications and finding the right fit, you may find it difficult and time-consuming to be able to spot those winning candidates. 

That’s where Predictive Index comes in. Predictive Index (PI) is a talent sourcing tool that utilizes one quick, easy assessment for measuring each applicant’s motivating drives and needs. Through PI, you’ll be able to use objective data to prioritize applicants by match score and quickly bring candidates to the top of your list who are hardwired to be a great fit for the position you’re hiring for. 

How does it work?

You’ll begin by creating job targets before your job postings go up. Completing this process will help you and your team identify what you really need in this position, and PI will give you the insights that will help identify the hard-wiring and underlying traits that candidates will possess to be successful in the role. 

PI’s Behavioral and Cognitive Assessments help sort candidates based on the highest predictors of job success. These assessments will bring the best fit to the top of your list through science and data. You’ll be able to go beyond their resume with this process — you’ll see the factors that motivate them, what they need in an environment to be successful and their cognitive abilities that will be applied to this role. 

Remove bias from hiring. 

These tools make it simple and easy to ensure that you aren’t distracted from details and biases that may sneak into our decisions, whether we realize it or not. Behavioral drives and cognitive ability are scientifically proven to be great predictors of performance. By focusing on those, you’ll be able to get a clear picture of how candidates will act in this role. This information will be a powerful tool for finding the best candidates from the long list of applications. 

Define your existing roles.

You can use this process to create clearer maps of the existing roles in your company and shift work responsibilities to those who have the best hard-wiring for them. Plus, who knows, you may find that you have the perfect fit for the new position right in your organization already! 


To learn more about using Predictive Index in the workplace, visit our Talent Optimization page.

Our New Division: Outsource

Hire for Hope Brings Recruitment Process Outsourcing (RPO) to Our Company

Recruitment Process Outsourcing- Announcement

As the U.S. unemployment rate soars to 14.7% — the highest level since the Great Depression — millions of Americans are searching for jobs. Due to such a high-volume applicant pool, Hire for Hope is excited to announce a new recruitment process outsourcing (RPO) division, Outsource. 

Hire for Hope has access to top-notch recruiting platforms, screening processes, candidate assessment tools, and a team of dedicated recruiters. Through Outsource, we will act as the talent acquisition department not only by handling all advertisement job postings, but also by acting as a representation for the company. If a company’s hiring goes through ebbs and flows, an RPO is especially beneficial because of our low-risk six or twelve month contracts.

Hire for Hope is thrilled to be able to offer clients this option in addition to their professional recruiting and talent optimization divisions.

“We’re so excited to be announcing this new division as we pivot to meet the ever-changing needs of the businesses we work with,” says Ashley Ward, the owner of Hire for Hope.

“As we worked with our clients recruiting single positions and implementing talent optimization throughout their businesses, we saw a huge need for those companies who were constantly hiring new talent. Through Outsource, Hire for Hope will be able to take the recruiting process off these companies’ plates so they can focus on what they do best. This new division couldn’t come at a better time for most companies who are strategizing ways to safely re-enter the workforce and don’t have the time or resources that we do to hire top talent.” 

Not only will Outsource save companies money, but the real value in outsourcing their recruitment process to a team of specialists is the time it saves. With Outsource, teams will have fewer tasks on their plate, which will allow for greater company and employee success by centering the focus on what they do best.

Learn more about Outsource here:

How to Help Coworkers Dealing With Domestic Violence

Domestic Violence and WorkplaceDomestic Violence Has Skyrocketed: Here’s How You Can Help

By Ashley Ward

As many of us are painfully well aware, mid-January, the novel coronavirus introduced itself to America. By mid-March, the virus had spread throughout the nation and forced us to alter our daily lives in order to stop the spread. 

That meant closing everything except essential businesses like grocery stores and pharmacies. We had to say goodbye to our local shops, our favorite coffee spots, our gyms and even our offices so we could stay home and stay safe. 

The problem is, home isn’t safe for everyone. In fact, for individuals living in a domestically abusive situation, home is likely one of the least safe places right now. Domestic violence shelters have seen an influx of calls since the start of the pandemic, creating yet another public health crisis.

There Are Plenty of Factors Contributing to This Spike in Domestic Violence. 

1. Isolation

Social isolation is a common tactic used by abusers to gain more control of their partners. With shelter in place orders, isolation is a given and abusers are able to gaslight their partners and add to a cycle of abuse that is difficult to escape.

2. Stress

Elevated levels of stress due to a national crisis are correlated to increased aggression, causing a more hostile environment for those living with abusers.

3. Economic Anxiety and Joblessness

As abusers get furloughed and laid off, they find an increased need to regain a sense of order and power in their relationships. This leads to increased violence toward their partners. Survivors of domestic violence who have been furloughed or laid off find their plans to gain financial independence have fallen apart. 

4. Alcohol

With alcohol sales rising by 243%, bad situations have only turned worse. Often an accelerator of aggression, alcohol contributes to hostile situations and increased abuse.

5. Lack of Resources

While courts remain open for urgent matters, there still have been delays in restraining order cases. With legal aid organizations and advocates working remotely, assistance for survivors is affected. Also, there has been speculation that judges might be hesitant to hold abusers in jail due to COVID-19 concerns in state facilities. 

This Could Be Happening to Your Employees and Coworkers

Perhaps one of the biggest misconceptions of domestic violence is that it doesn’t happen to anyone we know. With one in four women and one in seven men experiencing physical violence from their partner, it’s incredibly likely that you know someone dealing with this during this time, you just don’t know it. 

How Can You Help?

While we can’t fix anything for them, we can certainly provide life-changing support to our affected employees and colleagues during this time. 

1. Reach Out

It’s important to keep lines of communication open with those who may be experiencing abuse at home. Be friendly, be open, check in frequently.

It’s important to remember, however, that an abusive partner may be monitoring all of their communication. Don’t discuss any concerns until a survivor discloses abuse to you, then make sure you find out which forms of communication are safest for them and least likely to be viewed by their partner. 

2. Send Necessities

Find out if your colleague or employee needs food, transportation or household supplies of any sort. You could drop items off to them, send them money through cash apps, or send care packages. Share knowledge and information on local food banks, food stamp options, or even unemployment information

3. Do the Research for Them

Providing someone with information or a trained professional to call can be invaluable. While resources are tight and getting tighter for domestic violence programs, there are still people who can help.

It’s very important to remember that communication could be monitored by the abuser, so a good idea may be to share a list of resources with all of your colleagues or employees as a general resource for support.

The National Domestic Violence Hotline is 1-800-799-SAFE (7233) or

The National Sexual Assault Hotline is 1-800-656-HOPE (4673) or

The Childhelp National Child Abuse Hotline is 1-800-4A-CHILD (422-4453) or

Latinx survivors can reach out to Casa de Esperanza at 1-651-772-1611 or

Native American and Alaska Native individuals can reach out to the StrongHearts Native Helpline at 1-844-7NATIVE (762-8483) or

LGBTQ people can reach out to the Anti-Violence Project Hotline at 1-212-714-1141 or, or the Northwest Network at

Young people experiencing relationship or domestic violence can contact Love Is Respect at 1-866-331-9474 or

LGBTQ young people who may be experiencing abuse because of their gender identity or sexuality can contact the Trevor Project at 1-866-488-7386 or

4. Consider Financial Consequences

As an employer, it is never easy to make the tough decision to lay someone off. However, there should be an increased responsibility to think through the long-term financial impact of these attempts to conserve resources through reduction of pay and layoffs especially for an employee who may be in an abusive relationship. 

5. Donate to Your Local Shelters and Agencies

Many nonprofits have had to cancel fundraising events due to COVID-19 and also have had a decrease in donations as so many people are affected by the financial impacts of this pandemic. If you’re able to give, now is the time to do so. At Hire for Hope, we partner with Safe Haven Ministries to help make sure that survivors have access to their life-changing support and services.

Safe Haven Ministries is on a mission to end domestic violence. Watch this video to learn more.

If you or someone you know are facing domestic violence, please reach out for support here.


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