Frequently Asked Questions

The GRI survey


What is the GRI survey?

The GRI survey is a proprietary, validated assessment tool that offers insight into the behaviors and roles of individuals and teams. Its power resides not only in its accuracy and the soundness of the hypotheses on which it is built, but also on its ease of use in a variety of situations including personal development, recruitment, management and organizational development.

How do you measure the impact of implementing the GRI?

We use key metrics for tracking the benefits of implementing our tools and techniques. Performance indices can include sales volume, customer satisfaction, employee turnover, recruitment costs, retention rates, time to market, etc. We also have separate metrics with the GRI that help us assess cultural alignment and employee engagement.

How does one take the survey?

Most often one receives an invitation to take the survey online. Or you may be provided with an invitation code to enter in the platform. Or the survey can also be taken from a tablet, laptop or paper/pencil. It generally takes less than 10 minutes to complete. The result is immediately available to read.

Is the GRI survey a valid instrument for business applications?

The GRI was developed and validated in compliance with the Equal Employment Opportunity Commission (EEOC) Guidelines, as well as the professional standards established by the American Psychological Association (APA) and the Society of Industrial & Organizational Psychology (SIOP). Growth Resources is dedicated to conducting research that ensures the GRI profiles are work-related, free of bias, valid and reliable. Upon request we provide on-demand free criterion-related job validity studies to our clients, which can cover multiple jobs, industries and countries.

Read more about the science of GRI.

Does the GRI work in multi-cultural environments?

In a global environment, it is critical to be able to understand and assess people from different cultures. The dimensions and profiles measured by the GRI are universally valid and free of cultural biases. Both the GRI survey checklist and the PBI (for job assessment) are translated into multiple languages.

How is the GRI survey different?

The GRI survey not only assesses relatively stable factors of personality but also adaptation to the environment. The visual display of the profiles vividly captures the results.

Unlike many other tools and thanks to the Platform, the GRI can be used in a large number of situations, from enriching the first impression of someone and facilitating communications, to team building, large scale recruiting and organizational development.

Read more about how the GRI is different

When should a candidate take the GRI survey?

While your organization should do whatever is most comfortable according with its culture, we recommend that the survey be sent prior to candidate interviews. With the insights of the GRI in hand, you can better prepare for the interview, and focus your questions and your positioning of the job appropriately for each individual candidate.

Should the GRI be the only criterion for selecting candidates?

The answer is No. Consider all aspects that are relevant for the position. Make use of the GRI to refine your judgment, adapt your communication, and to better make use of the interviewing time. But do not to eliminate other important aspects of the candidate and the job.

Can I share my GRI profile with individuals inside and outside my organization?

Yes you can. Within the organization: once you have authorized sharing, all the persons who have access to your team are able to read your information, and you can read theirs when they have authorized sharing. Outside the organization, you can share with any contact you want and the same goes for them. If the person has not taken the GRI yet, he/she can be invited to take it.

Position Behavior Indicator (PBI)


What is the PBI?

A PBI is profile that is similar to a GRI profile, that reflects the strategy and vision of desired behavior in a specific job — behavior values, behavior competencies or behavior skills.

When do we make use of a PBI?

We make use of a PBI for recruiting, promoting or reviewing performance. The PBI provides a reference profile that reflects the intention of the organization in terms of the specific behavior needed at all levels and positions. All GRI profiles need not be the same as the PBI, but they should be close.

Why do I need the PBI?

The PBI defines the most frequent behaviors required in a job. Without the PBI, that’s a difficult profile to agree upon and to have confidence in its accuracy. The PBI helps managers reach consensus on this behavioral profile by gathering structured input from all concerned persons, then serves as the key outline for resolving eventual differences and making sure the PBI is aligned with the strategy of the organization.

How does the PBI survey work?

The PBI survey is a 24-item survey in which behavioral traits are rated from 1 to 5 for their importance to the position. Items, for instance, include "Must be closely supervised by a manager" or "Must show ingenuity to find new ideas". Some statistics are applied and a profile is drawn that represents the most frequent behavior expected in the job or occupation.

Who sets up a PBI?

Individuals concerned with the job, both managers and coworkers, can be invited to take the PBI survey for different jobs. PBI can be based on actual occupants’ natural behavior profile or perceived role in the job. The final form of a PBI requires minimum knowledge of the GRI and is done by certified users.

Can I have several PBIs?

You can have several PBIs if you are in different teams. Each team may require different tasks and a different behavior to perform them. It is rare (but still possible) to be in the same team with multiple roles requiring separate PBIs. The everyday requirements for employees in almost every job to perform different tasks does not warrant the development of a PBI for each role.

How much can a person adapt to a PBI?

Everyone can adapt but how much you need to adapt depends on your GRI and the PBI. The more a job requires different behavior, the more energy and support is needed in order to adapt to it, as well as time needed to recover from the effort.

What other characteristics need to be evaluated?

There are always many characteristics to evaluate in any job. The specifics depend on the job. The PBI helps to understand how other important components will develop such as skills, competences, experience or values.

Team Behavior Indicator (TBI)


How is the TBI setup?

The TBI defines your strategy for a team, department or whole company in terms of behavior. Although you eventually find different types of profiles within groups of people, the TBI sets the general tendency that needs to be matched at some point in time and to a minimum level, by the group members.

Who sets up the TBI?

The TBI is set up by GRI certified users and consultants with discussion with HR experts and Executives or management teams.

What is the importance of setting up the TBI properly?

The fit-gap analyses computed by the GRI platform are done according with the TBIs of the company and its teams. Proper setup of the TBIs ensures that the computations are run properly and that the outputs are meaningful and useful. TBIs are also used as default values for the PBIs of the positions at all levels. Proper set up of the TBIs at team levels will ensure consistent PBI default values for recruitment and performance reviews.

Implementing the GRI


Why a yearly license?

Of equal importance to the quality of the GRI measures is how one makes use of it. We care deeply about how the GRI is implemented within organizations and that our clients take maximum benefit from it. Training our clients, providing consulting services during and after the training, and accessing unlimited use of the survey throughout the year has proven by far to be the most effective for all organizations.

Why is the training important?

GRI training is a highly interactive experience in which participants develop a deep understanding of the GRI measures and most importantly, how to apply that knowledge to improve individual and company performance. Participants work on real cases from their organizations and leave the training with insights and actionable solutions for current challenges they are addressing. The knowledge, insights, and confidence gained in GRI training are immediately put to use in recruitment interviews, performance reviews, conflict resolution, leadership development, or any of the myriad performance-related issues faced daily. Additionally, the collaborative experience of GRI training is the most effective and enduring way to increase social awareness and decision-making quality about people.

What services are provided with the GRI?

Ongoing support and training are provided by senior consultants, from in-depth interpretation of GRI profiles, to presentations to key executives, retreats and team buildings or consulting on a wide range of performance related issues.

Can I purchase just one GRI Survey?

Given the immense value we see when the GRI is applied across individuals, teams, groups, and entire organizations, we offer the GRI survey only with the tools and services covered by the license.

How simple is it to work with the GRI?

We are mastering simplicity for complexity. The survey is simple. The results are concise. The GRI training is amazingly powerful in transferring information about people and organizations in little time. We accomplish this thanks to our GRI profiles and the huge volume of experience and knowledge they carry along with them.