Joshua Bennett
The Predictive Index (PI) is a tool used by over 9,000 companies worldwide to assess the behavioural drives and cognitive abilities of current and prospective employees. The PI is used to make hiring decisions, with the aim of matching a candidate's personality to a job that fits them. It can also be used for employee and team development and engagement. The PI is a self-report measure of adult work-related personality, with participants presented with two questions and a list of adjectives. The assessment is said to be friendly and simple, taking six minutes or less to complete. However, critics argue that it oversimplifies personality measurement and that everyone lies on such assessments. While some sources recommend preparing for the PI, others claim that there are no good or bad scores.
| Characteristics | Values |
|---|---|
| Number of questions | 2 |
| Time to complete | 6 minutes |
| Format | Free-choice response |
| Primary traits measured | Dominance, Extraversion, Patience, Formality |
| Secondary traits measured | Factor E (objectivity), Factor M |
| Use | Predicting job fit and success, employee and team development and engagement |
| Validity | Scientifically-validated for workplace use, EEOC-compliant |
| Number of companies using it | 9,000+ |
| Number of people taking it annually | 2.5 million |
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What You'll Learn
- The Predictive Index is a valid, reliable survey for job fit
- It can be used to make hiring decisions and build teams
- It measures four primary traits: dominance, extraversion, patience, and formality
- It is a self-reported measure of adult work-related personality
- It is a quick assessment, taking six minutes or less to complete
The Predictive Index is a valid, reliable survey for job fit
The Predictive Index (PI) is a survey used by over 9,000 companies worldwide to assess job fit and future success. It is a quick and simple assessment, consisting of two questions, and is scientifically validated for workplace use.
The PI survey presents the candidate with a list of adjectives, and asks them to select the ones that describe how they are expected to behave at work, and the ones that describe their actual behaviour. Each adjective is associated with one of four key factors: dominance, extraversion, patience, and formality. These four primary traits are used to predict two secondary traits: Factor E and Factor M. Factor E measures decision-making style, and Factor M measures response levels. The survey takes six minutes or less to complete, and the results are used to predict how individuals will behave in certain situations, helping employers make informed hiring decisions.
The PI survey is not a pass/fail test, and there are no right or wrong answers. However, certain answers may be more favourable depending on the position being applied for. The survey is one of many factors considered during the hiring process, including the candidate's resume, interview, and references. The PI survey can also be used to establish benchmarks for a role, and to assess misalignments between the candidate and the role.
The PI survey can be a valuable tool for employers, providing insights into whether a candidate fits the role and team dynamics. It can also be used for employee and team development, engagement, and promotion decisions. The survey is EEOC-compliant and has been certified by third-party reviewers as a valid, fair, and reliable tool for hiring.
In conclusion, the Predictive Index is a valid and reliable survey for job fit, providing employers with data-driven insights to make informed hiring decisions and improve team performance.
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It can be used to make hiring decisions and build teams
The Predictive Index (PI) is a behavioural and cognitive assessment tool used by over 9,000 companies worldwide to make smarter hiring decisions and build teams. It is designed to measure an individual's natural work style and predict job performance. It can be used to establish benchmarks for a role, with the candidate's profile being matched to the job's profile.
The PI assessment measures four primary traits: dominance, extraversion, patience, and formality. These traits are used to predict two secondary traits, Factor E and Factor M. Factor E measures how objective or subjective an individual is when making decisions, while Factor M measures their response levels, including how many questions they answer and the degree to which they answer them.
The PI assessment can be a valuable tool for hiring managers to gain insights into whether a candidate fits the role and the team dynamics. It can also be used to identify the behavioural and cognitive attributes of team members, helping to build cohesion and effectiveness within the team.
Additionally, the PI assessment can be used to drive employee engagement and development. It can provide insights into an individual's motivating needs, allowing managers to better understand how to work with and coach their team members. It can also be used to identify gaps in skill sets and ensure a strong learning culture within the organisation, leading to increased innovation and productivity.
While the PI assessment can be a useful tool, it should be used as a supplement to other decision-making factors such as resumes, interviews, and references. It is important for hiring managers to strike a balance and not rely solely on the assessment as it may overlook great candidates who don't perfectly 'fit the profile'.
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It measures four primary traits: dominance, extraversion, patience, and formality
The Predictive Index (PI) Assessment is a tool used by over 9,000 companies worldwide to measure the motivating needs of current and prospective employees. It is a valid and reliable predictor of job fit and success and can also be valuable for employee and team development and engagement. The PI Assessment is not pass/fail, and there are no right or wrong answers. However, depending on the position, an employer may prefer a candidate with a more fitting PI result.
The PI Assessment measures four primary traits: dominance, extraversion, patience, and formality. These four traits are used to predict two secondary traits, known as Factor E and Factor M. Factor E measures how you make decisions, i.e., whether you are objective or subjective. Factor M measures your response levels, including how many questions you answer and the degree to which you answer them.
Dominance, one of the primary traits measured by the PI Assessment, is also identified as a factor in the "Big Five" personality traits, which include extraversion, agreeableness, openness, conscientiousness, and neuroticism. Extraversion, another primary trait in the PI Assessment, is characterised by excitability, sociability, talkativeness, assertiveness, and high amounts of emotional expressiveness. People high in extraversion are outgoing and gain energy in social situations, while those low in extraversion (introverts) tend to be more reserved and need solitude to "recharge." Patience, the third primary trait measured by the PI Assessment, reflects an individual's ability to tolerate delay or annoyance without getting upset. Formality, the fourth primary trait, refers to the degree of adherence to rules, respect for authority, and propriety in behaviour and speech.
Overall, the PI Assessment is a valuable tool for employers to match candidates' personalities with the right job fit and for employees to gain insight into their strengths and areas for development.
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It is a self-reported measure of adult work-related personality
The Predictive Index (PI) is a behavioural assessment used by employers to measure the motivating needs of current and prospective employees. It is a self-reported measure of adult work-related personality, where the test-taker is expected to answer questions or rate their level of agreement with a series of statements. The PI assessment is not pass/fail, and there are no right or wrong answers. However, certain answers may be more favourable than others depending on the position being applied for.
The PI assessment is a valid, reliable, and EEOC-compliant tool for use within the employee selection process. It is used by more than 9,000 companies worldwide and is considered a great sign that the organisation values its employees and strives to create an engaging atmosphere. The assessment is also beneficial for employee and team development and engagement. The PI measures four primary traits: dominance, extraversion, patience, and formality. These four traits are used to predict two secondary traits, known as Factor E and Factor M. Factor E measures how one makes decisions, i.e., whether they are objective or subjective. Factor M measures response levels, which include both the number of questions answered and the degree to which they are answered.
The PI assessment is a quick and simple test, with only two questions. It is also friendly, as it does not come in the form of repetitive multiple-choice questions. The first page of the assessment shows how the test-taker may adapt their natural behaviours to the expectations of their work environment, while the second page measures their core, native drives. The results of the PI assessment are usually accurate, and they can provide valuable insights for both the employer and the test-taker.
It is important to note that the PI assessment is not a medical examination or a diagnostic tool. It is specifically designed to evaluate work-related personality traits in normal adult populations. The results of the assessment can help employers match candidates' personalities to the right job fit, ensuring higher productivity, employee retention, and cost-effectiveness for the company.
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It is a quick assessment, taking six minutes or less to complete
The Predictive Index (PI) is a tool used by more than 9,000 companies worldwide to measure the motivating needs of current and prospective employees. It is a quick assessment, taking six minutes or less to complete. The PI is designed to be user-friendly, with participants being able to use computers, tablets, or mobile phones to take the assessment online.
The PI is an untimed assessment, with an average completion time of six minutes. It consists of two simple questions, each followed by a list of adjectives. The first question asks participants to select the adjectives that describe how they believe others expect them to act (Self-Concept). The second question asks participants to choose the adjectives that they feel truly describe them (Self). Each adjective on the PI is associated with one of five factors: Dominance, Extraversion, Patience, Formality, and Objectivity (Factors A, B, C, D, and E).
The PI uses an individual's score in the four primary traits to predict two secondary traits, known as Factor E and Factor M. Factor E measures decision-making style, whether objective or subjective. Factor M assesses response levels, both in terms of the number of questions answered and the degree to which they are answered. It is recommended that participants aim for 20-60 selections to avoid an extreme score, which might be a red flag for employers.
The PI is a valuable tool for employers, providing objective cognitive and behavioural data to inform hiring decisions. It helps employers predict how individuals will behave in given situations, enabling them to make better-informed choices during the hiring process. Additionally, the PI can be used for employee and team development, engagement, and building winning teams.
For job seekers, the PI provides an opportunity to showcase their behavioural traits and cognitive abilities, which can be a significant advantage when applying for roles that require specific personality characteristics. It is recommended that individuals answer the PI questions openly and honestly to gain accurate insights and maximise their chances of finding a suitable role.
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Frequently asked questions
The Predictive Index Assessment is a tool used by employers to measure the motivating needs of current and prospective employees. It is a quick and simple assessment, usually consisting of two questions.
The assessment measures four primary traits: dominance, extraversion, patience, and formality. Your score in each of these traits will indicate how you will perform on the job.
The Predictive Index Assessment is a valid and reliable survey for job fit and is EEOC-compliant. It helps employers make informed hiring decisions and build strong teams.
If you are interested in joining the organization, you should take the assessment. It is an opportunity for your potential employer to understand how you will fit within the company's culture and for you to demonstrate your suitability for the role.
There are practice tests available, which can help you get familiar with the test format and learn how to pass it. However, it is important to answer the questions honestly and thoughtfully, as the results can provide valuable insights for both you and the employer.
