Since 2015, one of the Philippines’ leading mass media organizations has relied on People Dynamics Inc. (PDI) to support its broader recruitment needs through assessment solutions that made candidate evaluation clearer and more organized. Over time, that partnership continued to grow as their assessment priorities became more focused on supervisory, managerial, and executive roles.
Today, the challenge is more specific: evaluating leadership candidates quickly while still maintaining objectivity. To support this, the organization continues to turn to PDI’s wide range of tools designed to help their HR team strengthen its leadership selection process.
To better understand how PDI has supported this partnership, we spoke with their HR specialist, who shared her experiences working with our PDI team, and how our assessments have improved their process for choosing leaders.
A structured approach to evaluate leadership potential
In sharing their experience, the HR specialist explained that assessing leadership roles is not only about technical qualifications. They also want to know if a candidate can succeed in their work environment and can handle the responsibilities that come with the position.
“Of course, the goal is to know if that applicant is fit for the culture that we have [and] fit for the job that we are currently looking [to fill].”
The organization relies on PDI’s Competency Proficiency Profile (CPP), formerly Profiles Competency Assessment (PCA), as a key part of assessing candidates for higher-level positions.
This competency–based assessment uses situational judgment scenarios to measure how individuals apply their skills, behaviors, and attributes in real workplace situations.
It measures future-ready leaders in the following areas:
- Core Competencies
- Managerial Competencies
- Situational Judgment
And with the assessment results, it helped our clients know and understand:
- The essential skills and behaviors required of all employees, regardless of role or level
- Additional competencies required for roles involving leadership, supervision, and people management
- How individuals respond to realistic workplace situations that reflect actual job demands
With structured data from PDI’s CPP, our client’s HR team was able to better determine whether a candidate had the right skills and competencies needed to perform the job well.
How PDI assessments supported their leadership selection process
For our client, the biggest win of working with PDI was the quick delivery of assessment results. And because they had these insights early in the process, their HR team was able to act on them sooner.
“What we like about PDI is the turnaround time of the result[s] that we [receive] right away. The turnaround time for sending out the result[s] helps us a lot in how fast we can make a decision, whether to hire that person or not.”
For urgent and business-critical roles, the client needed more than assessment data. They also needed results they could access immediately and use confidently. Through AC7, PDI’s advanced online assessment platform, the fast turnaround enabled the HR team to provide quick, evidence-based recommendations to management.
“The turnaround time of the result is very, very helpful for us, especially for supervisory levels. It’s very important for management, especially if the role is very important that they want to fill in as soon as possible.”
Beyond speed, the reports themselves were praised for being easy to understand, even for HR professionals who do not have a psychometric background. The summaries are clear, structured, and actionable, which means the team can move from results to decision without needing additional interpretation.
“The results of the PCA are easy to understand. Also, the summary [of the reports] that they give us are easy to understand.”
More importantly, the results of CPP have proven to be accurate and effective in their leadership selection. When the client reflected on the supervisory hires who went through PDI’s CPP, the assessment outcomes aligned with how their employees actually performed and demonstrated their competencies on the job.
“For the supervisors we had assessed through the PCA, so far, their results match the competencies they currently demonstrate.”
The client also highlighted that AC7’s user-friendliness stood out from the start. For their team, it felt less like a new system to learn and more like a tool that fit right into their workflow.
“It’s a very good thing because when you’re on the site, it’s really user-friendly. Even if it’s your first time navigating it, you won’t get lost, unlike [on] other sites where you really need to communicate with the system manager.”
At PDI, we aim to uphold this standard of support by offering practical and effective assessment solutions that assist our clients with recruitment decisions.
Continued support that strengthens the partnership
What strengthened their relationship with PDI was not only the quality of the assessments, but also the support behind the service. Throughout the partnership, the client experienced a team that stayed responsive and ready to help whenever questions or concerns came up.
They also valued the regular updates our PDI team provides about their remaining assessment meters, especially during budget planning. Since their team manages multiple responsibilities, these reminders helped them monitor usage, prepare ahead, and ensure that assessment needs were included in their planning.
“We appreciate the monthly sending out of our summary meters because we have a lot of work, so sometimes we don’t think how many meters we [still] can use.”
That same support also opened opportunities for improvement. When our client raised a question about competency mapping, particularly around assessing candidates based on competencies not yet available in the current CPP setup, PDI’s team was quick to guide them toward a possible solution. The discussion became a starting point for exploring how the assessment could be better aligned with the organization’s specific leadership requirements.
A client experience worth recommending
Toward the end of the conversation, the client gave PDI a strong 9 out of 10 as a recommendation score for others in the mass media industry, with that one point held back not out of dissatisfaction but out of a belief that there is always room to grow together.
“I would still recommend PDI, 9 out of 10, leaving some margin for improvement.”
For PDI, this openness matters. It shows that the partnership is not only built on what has already worked, but also on the shared willingness to keep improving.
Overall, our client’s experience with PDI points to the same core strengths: reliable assessment tools, fast turnaround time, insightful reports, an easy-to-use platform, and responsive client support. For their HR team, these have made PDI a valuable partner in making leadership selection more structured and easier.
“Their assessment tools have been a helping hand for our recruitment, providing the objective data we need to hire with confidence and giving us fast reports. The platform’s results are insightful, and the service is consistently top-notch.”
Growing better through every partnership
More than a look into their assessment process, this partnership gave us the opportunity to better understand how PDI supports the realities of their leadership selection process.
We are grateful to see how PDI has helped them achieve their goal of selecting leaders who are not only qualified for the role but also aligned with the competencies and values needed to succeed in their organization.
At the same time, we recognize that their needs will continue to shift as their team and priorities change. Their feedback gives us a new direction on how we can keep improving the tools and services we offer.
For PDI, this partnership is a reminder that every client experience helps us grow. We remain committed to listening, improving, and delivering assessment solutions that help organizations make smarter, faster, and more data-driven decisions.
