Testimonial ACSL
ACSL, headquartered in Antwerp, is an international B2B service provider in IT asset lifecycle management and procurement. Over the past few years the organization has grown rapidly, both in scale and internationally, and today it combines that complexity with an accessible SME culture: short lines of communication, trust, flexibility and a genuine work-life balance.
A familiar challenge for growing SMEs
With that growth came the need to make recruitment more consistent and objective across countries. ACSL was looking for a way to hire faster and with more confidence, without falling back on subjective interviews or time-consuming tests - while still keeping the candidate experience smooth.
From methodology to standard practice
Barbara already knew The Predictive Index before joining ACSL. Her experience meant PI was not seen as a one-off tool, but as a methodology for looking at talent consistently and objectively, regardless of the organizational context.
That approach turned out to be the right choice at ACSL too: "I knew The Predictive Index before ACSL," says Barbara. "I have since introduced PI in two other organizations. So I do not see it as a one-time tool, but as a methodology that helps you look at talent consistently and objectively, whatever the organizational context."
PI as the first step in recruitment
The Predictive Index became a fixed first step in the recruitment process. Candidates complete the PI assessment first, which gives insight into their fit with the role and context, before any interviews take place.
That means the hiring team has objective insights from the very start, while the candidate experience stays positive and low-effort. Both assessments take only a few minutes, making them perfectly scalable for international hiring.
"The big advantage is that we immediately have objective data, and that the candidate experience stays positive. The assessment only takes a few minutes, which to me is essential in a recruitment process."
PI acts as a clear, neutral starting point for further conversations - not a replacement for them.
Cognitive assessment: small effort, big impact
The PI Cognitive Assessment (CA) plays an important role too. "We see a clear link between higher PI CA scores and strong performance. That also helps us gauge growth potential."
From hiring to strategic choices
PI also supports broader organizational questions.
"We deliberately made the shift toward more generalists in leadership roles. PI quickly shows where our systems were still too focused on specialists."
An investment that pays off
The Predictive Index requires an investment, especially for an SME. But based on ACSL experience, that cost does not outweigh the impact of bad hires, frustration and turnover. PI helps limit those risks and make better, more sustainable decisions.
"I have used PI in three different organizations now. For an SME it is an investment, that is true. But bad hires, frustration and turnover cost far more. PI helps us avoid those mistakes."
Ready to work with objective hiring data yourself?
Want to make recruitment more objective and faster, just like ACSL? Discover The Predictive Index at People for Success, or schedule a no-obligation introduction.