Joshua Bennett
The Predictive Index (PI) is a behavioural assessment used by employers to determine how a candidate will perform on the job. It is a two-page survey with 86 adjectives on each page, and it takes about 10 minutes to complete. There is no pass or fail, but depending on the position, certain adjectives may be more favourable than others. For example, a candidate applying for a leadership role may want to score high in dominance, with adjectives such as assertive and independent. The PI is often used in conjunction with other assessments, such as a cognitive assessment, to provide a more comprehensive understanding of the candidate. On the other hand, the Annual Catholic Survey aims to give Catholics a voice by collecting their perspectives on various topics related to their faith. It is a platform for Catholics to share their real experiences and provide input on key issues within the Church. While the PI is a tool for employers to assess job candidates, the Annual Catholic Survey seeks to represent the diverse views and experiences of Catholics.
| Characteristics | Values |
|---|---|
| Number of Questions | 86 adjectives to choose from, 20-60 answers are ideal |
| Time Taken | 10 minutes |
| Format | Two pages, multiple choice |
| Purpose | To assess personality and behavioural traits |
| Traits Measured | Dominance, Factor M (response levels), Detail Orientation |
| Applicability | Used for hiring decisions, alongside resumes, interviews, and references |
| Availability | Can be taken before the official employer assessment |
| Sample Bias | More female, white, middle-aged, and low-income respondents |
| Sample Size | 1564 respondents of all faiths |
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What You'll Learn
PI Survey: a quick overview
The PI, or Predictive Index, is a behavioural assessment used by employers to determine how a candidate might perform on the job. It is a two-page survey with 86 adjectives on each page. The first page asks candidates to select the adjectives that describe how they believe others expect them to act, and the second page asks them to select the adjectives that they feel describe themselves. The assessment takes about 10 minutes to complete and is used in conjunction with other factors, such as resumes, interviews, and references, to evaluate candidates.
There are 17 possible profiles that candidates can be placed into based on their responses, and their scores in various traits will indicate how they might perform in different roles. For example, a candidate who scores high in the 'dominance' trait, defined as "the power and influence over others", may be well-suited for a leadership position. It is important to note that there are no right or wrong answers in the PI assessment, and that it is not a pass/fail test. However, certain responses may be more favourable depending on the position being applied for.
The PI assessment is often used as a supplemental tool to reinforce findings from traditional interviews. It can help employers identify candidates who may be a better fit for a particular role, or who may excel in certain areas. Additionally, the PI can be used to determine if a candidate's reference profile matches the job they are applying for and if they meet the suggested cognitive minimum.
While the PI can provide valuable insights, it has also faced criticism for oversimplifying personality measurement. Some argue that the information it provides can be assessed through other means and that it may not be necessary for the hiring process. Nonetheless, the PI is a widely used tool that can help employers make more informed decisions about candidates.
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Pros and cons of taking the PI survey
The Predictive Index (PI) Behavioural Assessment is a two-page survey that takes about 10 minutes to complete. It is designed to evaluate an individual's behavioural traits and preferences and is often used as a pre-employment assessment. While the PI Assessment is not pass/fail, and there are no right or wrong answers, there are some pros and cons to consider before taking the survey.
Pros of taking the PI survey:
- Self-awareness: The PI survey can provide individuals with valuable insights into their behavioural traits and preferences, which can enhance self-awareness and help them better understand how they interact with others in a work environment.
- Preparation for job applications: Taking the PI survey can help individuals identify their strengths and weaknesses, allowing them to highlight their most favourable traits when applying for jobs. Additionally, individuals can take the PI assessment before submitting the official one to an employer, enabling them to make adjustments and present themselves in the best light.
- Improved employability: Completing the PI survey demonstrates to employers a proactive approach to self-assessment and a willingness to engage in the hiring process. This can set candidates apart from those who choose not to take the survey and increase their chances of being selected for a position that aligns with their behavioural traits.
Cons of taking the PI survey:
- Time commitment: Although the PI survey only takes about 10 minutes to complete, it requires individuals to reflect on their behavioural traits and carefully select adjectives that accurately describe them. For busy individuals, this time commitment may be a drawback.
- Potential for bias: As the PI survey is self-reported, there is a risk of individuals intentionally or unintentionally providing biased responses. This could impact the accuracy of the results and may not reflect an individual's true behavioural traits.
- Limited representation: While the PI survey aims to assess behavioural traits, it may not capture the complexity of an individual's behaviour in different situations. Additionally, the survey's results may be biased towards specific demographic groups, such as women or certain age groups, as seen in the Pillar Catholic survey.
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How is the PI survey scored?
The Predictive Index (PI) Assessment is a two-page test that takes about 10 minutes to complete. It is used by top companies worldwide for their recruitment process. There are 86 adjectives on both pages of the test, and you are asked to check off a list of adjectives that (on the first page) you feel describe the way you are expected to act by others, and (on the second page) you feel you yourself believe really describe you. The number of answers you get right, for example, 20/50, is referred to as your raw score. Your raw PI score is then compared to the scores of over 288,000 previous test-takers who compose what's known as the norm group, or reference group. The Predictive Index cognitive assessment scoring is based on comparing your raw score with the scores of the norm group—providing your scaled score. The scaled score ranges from 100 to 450 and represent where your raw score ranks in percentile compared to the PI scores of the norm group. The reason scaled scores are used in Predictive Index cognitive assessment scoring is that raw scores can't always be compared fairly between test takers. For example, a person with extended time won't have their raw score compared to someone without extended time. Instead, their raw score will be compared to the raw scores of others with extended time, and then a scaled score will be given to everyone. This scaled score is what is used to compare test-takers.
The PI Assessment is not pass/fail, which means there are no right or wrong answers. However, one's answers could be more favorable than another's depending on the position for which they are applying. The assessment is one factor among many others like your resume, interview, and references, so there’s really no need to fret. However, if everything else is equal, an employer would select a candidate with a more fitting PI result based on the position in question. Your score in each of these traits will tell your employer how you’ll perform on the job. You probably want to score well for a PI assessment based on the position for which you are applying. So as we look at the traits, keep in mind that you will be placed into one of 17 possible profiles, and the adjectives that you check off (or don’t) will rank you accordingly. It should be comforting to know that there really are no negatives on your assessment; for example, if you score less in one trait, it just means that you’re scoring higher on another. So again, as you take the test, keep in mind the position you’re applying to. How much, or how little, do you need to control your environment? Dominance is defined as “the power and influence over others.” Adjectives for those wanting to score high in dominance could be assertive, independent, determined, and self-confident. Similarly, a norm group is used to calculate the results of the PI Behavioral Assessment. In this case, the norm group is made of approximately 10,000 respondents representing over 126 countries worldwide in order to avoid cultural bias. Each of the PI test results is calculated according to its relative score in four factors representing related personality traits: dominance, extraversion, patience, and formality. Then, a hierarchy, or ranking, is created between the four factors that determine your profile type.
Factor M measures your response levels, which is both how many questions you answer and the degree to which you’re answering them. It is worth noting that of the 86 adjectives on each page, you should aim to answer in the neighborhood of 20-60. Fewer or more selections could result in an extreme score, which might prompt the employer to either not hire you or have you take the assessment again. In other words, it's a little bit of a red flag. Based on the type of job you’re applying to, can you decipher which traits you think your employer will be looking for? Remember, you can take the PI assessment before you submit the one that your employer sees, so you will have a good idea of where you stand. If your score isn’t commensurate with your desired position, you can make adjustments on the employer assessment to score more or less in any of the aforementioned traits.
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PI survey: preparation tips
The PI Cognitive Assessment is a 12-minute test with 50 questions. The test evaluates your skills across three main categories: Verbal, Numerical, and Abstract Reasoning. The goal is to answer as many questions as possible within the time limit.
- Familiarize yourself with the different question types. There are nine question types in the PI cognitive assessment. Identify your strengths and weaknesses by practicing sample questions. This will help you decide which questions to skip and which to attempt during the actual test.
- Take practice tests. Practice tests will help you get used to the format and complexity of the real PI survey. They will also help you manage your time effectively during the test.
- Review the question types. After taking practice tests, review the types of questions asked to identify areas where you need improvement.
- Enroll in a prep course. If you want more structured guidance, consider enrolling in a prep course that offers practice materials, video lessons, and drills.
- Understand the test's purpose. The PI Cognitive Assessment is designed to evaluate your ability to process complex information and handle the cognitive demands of a job. It is not expected that you will answer all questions correctly within the time limit.
Remember to also take care of yourself during the preparation process. Get enough rest, stay hydrated, and try to stay calm as you work towards taking the PI survey.
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PI survey: what happens after?
The PI survey, short for The Pillar survey, is a large-scale survey that aims to gather data on the beliefs, religious affiliations, and practices of Americans, particularly those who identify as Catholic. The survey was conducted by The Pillar, a Catholic online publication, and received responses from 2,653 Americans.
After the completion of the survey, The Pillar published a special report on their website, providing basic facts and insights from the data collected. The report highlighted that 24% of Americans identify as Catholic, with an additional 2% being converts to the religion. Interestingly, the survey also found that among those who were raised Catholic, there was a higher percentage of women leaving the Church compared to men.
The report also delved into church attendance patterns, noting a decline in weekly church attendance among Catholics since the pandemic. Additionally, the survey results indicated that belief in the real presence of Christ in the Eucharist was decreasing among weekly Massgoers, except for those born in the 2000s, who showed surprisingly high rates of belief.
The Pillar expressed their intention to continue analyzing the wealth of data collected and hoped to conduct future research in the coming years. They also encouraged other interested individuals and organizations to utilize the raw data set for their own original analysis and research.
Furthermore, the survey results were not just of academic interest but also had practical implications for the Catholic Church. For example, the survey findings on the increasing conservatism of younger clergy, including their disapproval of Pope Francis, raised concerns among bishops and priests. This prompted discussions and reflections within the Church, potentially influencing future decisions and strategies.
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Frequently asked questions
PI stands for Predictive Index. It is a behavioural assessment used by employers to determine how a candidate will perform on the job.
The PI survey consists of two pages of 86 adjectives each. Candidates are asked to select the adjectives that describe how they believe others expect them to act and how they see themselves.
The PI survey takes approximately 10 minutes to complete.
No, there are no right or wrong answers in the PI survey. However, certain answers may be more favourable depending on the position being applied for.
Yes, it is recommended that you prepare for the PI survey by familiarising yourself with the types of adjectives that pertain to the role you are applying for. Practising with a preparation package can also be helpful.
