For the past twenty years PBIs have been widely accepted as the best practice in executive evaluation. Today, every major executive search and assessment firm uses them to measure all of a candidate’s key strengths and weaknesses. But using PBIs as an all-purpose tool is overreaching. Like any individual measure, PBIs are by no means complete; there is a limit to how much the methodology can tell you about an individual.
Independent research has proven PBIs to be a powerful predictor of performance. But this same research has shown that the interviews do not explain the majority of the differences in performance between individuals.11 A perfect measure would be one that explains ...
