9 Ways to Use Predictive Index To Enhance Your Employer Brand

How do you make sure that the top candidates choose you over the dozens of other companies clamoring for their attention? The answer lies in your employer brand.

What is Employer Branding?

Employer branding is the process of defining and promoting what makes your organization unique and desirable as a workplace. But, more than advertising Summer Fridays, it’s about creating a compelling narrative that tells prospective and current employees why your company is a great place to work. In essence, employer branding is the reputation your company has as an employer, not just in the eyes of job seekers, but also in the hearts of your current employees.

According to a study by LinkedIn, 75% of job seekers consider an employer’s brand before even applying for a job. Additionally, companies with a strong employer brand see a 50% lower cost per hire and are 3 times more likely to make a quality hire. A robust employer branding strategy is not a “nice to have” anymore—it’s a must, with fiscal impact.

Why an Employer Brand Strategy Matters

An effective employer brand strategy helps your company stand out from the competition. It’s what turns passive candidates into active applicants and keeps your current employees engaged and loyal. Employer review sites like Glassdoor and Indeed put your employer brand on display. A lackluster brand can deter top talent, while a compelling one can make all the difference in attracting and retaining the best people.

So, how do you differentiate your company from all other employment options?

Use Predictive Index (PI) To Enhance Employer Branding

Predictive Index (PI) isn’t just a hiring tool—it’s a strategy that can set your employer brand apart from others. By integrating PI into your branding efforts, you can showcase your commitment to hiring the right people, nurturing their growth, and fostering a culture of continuous development. Here’s how you can leverage PI to enhance your employer brand and attract top talent:

1. Integrate PI with your Company Culture
2. Highlight PI in Recruitment Materials
3. Position PI as an Employment Perk
4. PI Workshops for New Hires or Promotions
5. Career Growth & Development with PI
6. Increase Remote Work Success with PI
7. PI-backed Employee Recognition Programs
8. PI-based Employee Spotlights
9. PI-informed Team Building Activities

1. Integrate PI with Your Company Culture

When you integrate Predictive Index–a trusted people analytics tool–into your culture, you’re defining what makes your workplace unique. You’re communicating three critical frameworks about the way the people in your organization work together:

1. Here, we focus on strengths. Using the Predictive Index enables your team members to not only identify but articulate their strengths. PI creates a common language for team members to both respect one another’s differences and to see the inherent value in an alternative perspective.
2. Here, we take risks. When your team members are willing to take risks, they are expressing that they feel psychologically safe–a key tenet of having an inclusive and high performing work culture. Using PI allows you to identify the risk profile of each team member and reward their desire to try something new.
3. Here, we grow. Businesses are either growing or dying, so it lends itself that personal development is critical for your team members. By using PI tools, you’ll be able to map where someone is naturally strong in their role and where they need to grow in an objective, scientific way.  

PI allows you to communicate your culture effectively, helping you attract the ideal candidate while repelling those who might not be a good fit. This approach sets you apart from others and shows that you value diversity, recognizing that your success depends on bringing together people from various backgrounds and perspectives.

2. Highlight PI in Recruitment Materials

Your recruitment materials are often the first touchpoint potential employees have with your brand. By featuring PI in job postings, recruitment campaigns, and on your careers page, you emphasize that your company is committed to finding the right fit. PI helps create a supportive, growth-oriented environment, which is a significant draw for top talent.

Use language like this: “At [Organization Name], we are intent on setting people up for success, by matching a person’s strengths and talents with the right job.  When that happens, it’s a win for our people and our organization. As part of our efforts to do that, we ask candidates to complete two assessments: The Predictive Index Behavioral and Cognitive Assessments. These assessments do not provide a yes or no answer on any employee or candidate, and are merely one part of our process of getting to know candidates better.”

Including PI in your social media and job postings signals that your company is invested in the long-term success of its employees, not just filling vacancies. This forward-looking approach is what candidates today are searching for—a place where they can grow, develop, and make a meaningful impact.

3. Position PI as an Employment Perk

Today’s top candidates aren’t just looking for a paycheck—they’re looking for opportunities to grow. By positioning PI as a perk, you’re offering more than a job. You’re offering a chance to become a better leader, increase self-awareness, and engage in ongoing development.

This makes your company a place where careers aren’t just built—they flourish. By promoting a comprehensive list of benefits, including PI, you’re painting a picture of a workplace where employees can thrive, both personally and professionally.

4. PI Workshops for New Hires or Newly Promoted Employees

First impressions matter. Offering PI workshops as part of your onboarding process or for newly promoted employees showcases your commitment to their success and growth from day one. These workshops help new hires and promoted employees understand their strengths and how to leverage them in their new roles.

This unique onboarding perk differentiates your company from others and sets the stage for long-term employee engagement and satisfaction. It’s not only about filling a position; it’s about setting up your employees for success right from the start.

5. Career Growth and Internal Development with PI

One of the biggest challenges companies face today is retaining top talent. By developing internal mobility programs that use PI, you can match employees with new opportunities within your company that they might not have considered before.

At Crescent Crown, their HR team created a training curriculum called Leadership University which incorporated modules such as leadership self-awareness, skill training, and coaching with PI. Leadership University at Crescent Crown has been successfully running for over three years.

Said Tracy Kennedy, VP of Human Resources at Crescent Crown, “In year one we offered a PI overview with training on how to use and leverage the tools. In year three of Leadership University, we offered one-on-one PI debriefs with MindWire and WOW, the feedback has been outstanding.”

6. PI and Remote Work Success

Remote work has plenty of challenges. PI can help leaders manage remote teams more effectively by understanding communication preferences and work styles. If you have a remote-first (or even hybrid!) workforce, highlight how PI intentionally  improves cross-functional collaboration and leads to innovative solutions. All of which can be a strong draw for remote talent.

Share success stories that showcase how PI has helped your company thrive in a remote or hybrid work environment. This not only attracts remote talent but also positions your company as forward-thinking and adaptable.

7. PI-Backed Employee Recognition Programs

Recognition programs are a critical part of employee engagement. But generic recognition doesn’t cut it anymore. By using PI insights, you can personalize rewards and acknowledgments, making them more meaningful and impactful.

Highlighting this personalized approach in your branding efforts shows that your company goes the extra mile to make employees feel valued. For example, one company we know celebrated an employee’s high extraversion (meaning they are motivated by public recognition and enjoying being the center of attention) by announcing his two year anniversary on an all-company call. A similar employee with low extraversion (more reserved and little desire to be in the spotlight) celebrated her 5 year anniversary with a heartfelt card full of personal messages and no fanfare. 

As you can see, it’s about more than saying “thank you”—it’s about recognizing each employee’s unique contributions in a way that resonates with them.

8. PI-Based Employee Spotlights

Nothing tells the story of your company better than the stories of your employees. By sharing success stories that spotlight how PI has positively impacted your employees’ roles and career progression, you’re showcasing the kind of workplace you’ve created.

Capture these stories–either in video format or simply with text –and use these stories in newsletters, social media, and on your company website to communicate how PI helps your employees grow. Current and future employees will envision themselves and relate to these stories in powerful ways. And so you will not only highlight your commitment to ongoing development, but also paint a picture of a real, supportive, and growth-oriented workplace.

9. PI-Informed Team Building Activities

Team building is more than a fun day out—it’s an essential part of fostering collaboration and communication within your teams. By organizing team-building activities that leverage PI insights, you can improve how your teams work together.

Here are two examples you can use for your next team builder: 

1. PI-Based Escape Room Challenge: Book an escape room experience where the team must solve puzzles and overcome challenges to “escape” within a time limit. Before entering, review each team member’s PI profile and discuss how they can contribute based on their strengths (e.g., strategic planning for high Formality or quick decision-making for high Dominance). Have teams work together with each member playing to their strengths, to solve the room’s challenges.
2. Behavioral Bingo. Create a bingo card with different behavioral traits or actions (e.g., “Prefers detailed planning,” “Is highly persuasive,” “Takes quick action”) based on the PI framework. Each team member receives a card and needs to find colleagues who exhibit these traits, marking off squares as they interact with each other. When someone gets bingo, they share examples of how these traits were demonstrated by their colleagues.

Consider incorporating community involvement into these activities, showing how PI informs not only internal team dynamics but also how your company engages with the broader community. Highlighting these initiatives in your employer branding materials shows that your company is committed to making a positive impact both within and outside of the workplace.

Looking Forward: Building a Future-Ready Employer Brand

Building an employer brand is anything but happy clappy. You’re not just attracting talent—you’re building a reputation for hiring only those who want to grow and develop, just like your business. In doing so, you’re reducing costs of acquiring and retaining top talent. Essentially, you aren’t really future proofing your organization unless you’re using Predictive Index to enhance your employment brand.

Ready to Transform Your Employer Brand?

At MindWire, we’re here to help you stand out from the competition using workforce analytics. With tools like the Predictive Index, you can create an employer brand that attracts top talent and drives success. Need more expert tips on leveraging PI to enhance your employer brand and build a workplace where employees thrive? Let’s talk.