The PI Behavioral Assessment and PI Learning Indicator

The PI Behavioral Assessment and PI Learning Indicator are two psychometric tests employed by Predictive Index as a part of their suite of assessments. The company itself puts forward that resumes & interviews cover the education, knowledge, skills, and experience of a candidate, but do not cover behavioral and cognitive traits in the candidate. It categorises the covered categories in a subset of work performance it considers to be ‘learned’, while behavioral and cognitive traits are in a ‘kind-of fixed’ subset, meaning it is very much tipped towards nature in the nature-nurture scale.

It is for this reason that the two assessments are administered in tandem. By meeting these needs, an employer can gain a far more accurate insight into the appropriateness of a candidate for a given role – the accuracy of insight when using both tests in tandem compared to simply following an unstructured review has been found to be 8x greater.

How are the Predictive Index Tests Results Delivered?

Predictive Index gives results for the Behavioral Assessment and the Learning Indicator differently – as is expected given that the former is a behavioral test and the latter a cognitive test. Results from the Behavioral Assessment are delivered in the form of a qualitative report which is intended to inform an employer on the behavioral traits displayed by a candidate, while results of the Learning Indicator are delivered as a score out of 50, which is then converted to a scale score which ranges from 100-450 for objective assessment of General Cognitive Ability (referred to by Predictive Index as GCA).

Prepterminal has composed test preparation packs for both tests, so that you may impress prospective employers with your cognitive and behavioral profile. Sign up now to get started on the path to success in the interview process.

Predictive Index Behavioral Assessment Results

The results of the PI Behavioral Assessment are delivered as a report which covers the categories of Self, Self-Concept and Synthesis of self and self-concept. It provides a rating of four scales.

  • Collaborative – Independent
  • Reserved – Sociable
  • Driving – Steady
  • Flexible – Precise
  • With an additional scale in Synthesis:

  • Subjective – Objective

Following this, a number of qualitative descriptions are given:

1

Strongest Behaviors: This section gives a description of which behaviors the candidate is likely to most strongly express, going into detail on how each behavior reflects upon workplace performance. For instance, it might identify a candidate as having a strong sense of urgency, putting pressure on themselves and others for immediate results, meaning the candidate is not suitable for routine work.

2

Summary: An overview of the picture painted by the assessment. This section essentially encapsulates and summarizes the information contained within the other sections.

3

Management Style: As the name might suggest, this section lays out how the candidate would perform as a manager of people or projects, Strengths in leadership style are spelled out clearly so that prospective employers can easily comprehend how the results pertain to the candidate’s capability as a leader.

4

Influencing Style: This section explores the interpersonal skills of the candidate, examining facets of their behaviour such as persuasiveness, emotional intelligence and the ability to navigate the ‘politics’ of an organization.

5

Management Strategies: As the final component of the report, this section deviates from the tone of the other sections. Rather than describing the characteristics of the candidate, this section gives suggestions as to how an organization may maximize the effectiveness of the candidate in terms of what should be provided in the workplace, such as whether freedom from repetitive routine should be ensured.

The results of the full PI Behavioral Assessment are also used to group the candidate into one of 17 “Reference Profiles”, which are separated into 4 categories:

Analytical profiles

  • Analyzer: “Analyzers are sticklers for details and will gather all the relevant facts before making a decision. The only thing more important to them than being heard is making sure they are right. Analyzers tend to be thorough, intense, focused, and thoughtful.”

  • Controller: “Controllers are self-disciplined and fast-paced— always driving themselves to get things right. Controllers are typically straightforward, responsible and factual. They work hard to develop technical expertise, respect authority and operate within established guidelines.”

  • Venturer: “Once Venturers identify an opportunity to push the organization forward, it becomes an irresistible magnet. Venturers are always exploring and moving past boundaries. They are strong-willed, goal-oriented, and focused on making an impact at work. Expect them to be self-starters and innovators who tackle new problems with enthusiasm.”

  • Specialist: “Specialists are cautious, introspective, and highly loyal to authority. They value details and need to fully understand a topic before making decisions. Supportive and collaborative, they don’t obsess over having things their way—but they do obsess over getting things right.”

  • Strategist: “The Strategist is a big picture person who takes the long view and considers how decisions will benefit the entire organization. Strategists are fact-based and less concerned with schmoozing colleagues than they are with getting to the bottom of important issues. They are decisive, no-nonsense people who like close control of their work.”

Social profiles

  • Altruist: “Altruists are not glory seekers. They get their sense of satisfaction from being supportive. They seek harmony and are usually the first to offer a helping hand to a colleague in need. It’s usually helpful because Altruists are detail-oriented and precise in their work, and their follow-up is strong.”

  • Captain: “Captains love rising to meet challenges. Independent and strong-willed, they connect easily with colleagues and direct reports. They are natural leaders who both inspire and challenge their teams and raise the bar for their organizations.”

  • Collaborator: “Collaborators are approachable, outgoing, and great at assisting colleagues. They won’t impose their will on anyone—they are more likely to support decisions, initiatives, and projects that are already in motion. Collaborators are empathetic, patient, casual, and cooperative.”

  • Maverick: “Mavericks are visionaries who want to achieve what’s never been achieved before. Though they do connect with and value people. They are undaunted by risk or failure. Mavericks tend to be innovative, influential, daring, and direct–with a remarkably high tolerance for taking chances.”

  • Promoter: “The Promoter is hard not to like. Extraverted, harmonious, supportive, and encouraging—they are a valued member of any team. Promoters are charismatic, flexible, persuasive and highly diplomatic. They love being with, talking to, and getting to know others.”

  • Persuader: “Persuaders are leaders and motivators within their organizations. Socially poised and extroverted, they love to make their mark, and won’t shy away from risk. Persuaders will rally the team around projects—confidently making decisions and delegating tasks before they move on to their next project.”

Stabilizing profiles

  • Adapter: “Adapters have a relatively even balance of Behavioral Drives. There is no predominant drive that really fuels their needs and behaviors. Adapters can be hard to read at times because there is no strong drive either way.”

  • Craftsman: “A Craftsman is thoughtful, deliberate, and precise, with an eye for managing detail-work and always following through. They are collaborative, but they’ll also work quietly and diligently on their own. They’re not self-promoters but like recognition for their efforts.”

  • Guardian: “Guardians are usually unselfish and approachable, with a focus on work that requires skill and great attention to detail. They are thoughtful, steady and reliable. Things don’t accidentally fall through the cracks in a Guardian’s world—they like structure and precision, and tend to be perfectionists.”

  • Operator: “Operators are people you can count on. Patient and conscientious, they are usually among the most cooperative people on any team. Operators will remain stable, thorough, and relaxed in most circumstances.”

Persistent profiles

  • Individualist: ‘Individualists march to the beat of their own drum, and are always up for a challenge. They are confident, analytical and persistent—strong-minded people who quickly turn ideas into reality. Hungry to solve problems and move forward, they dislike being bogged down with the details.”

  • Scholar: “Scholars are driven by the desire to achieve mastery of their subjects. Often reserved, they tend to work independently as they pursue that knowledge. Scholars value stability and consistency and are analytical and disciplined—with exceptional follow-up skills.”

Ultimately, the PI Behavioral Assessment is intended to build a profile of the candidate for review by a trained PI analyst so that the employer can fully understand the behavioral profile of the candidate and thus make an informed decision as to how to proceed with employment and progression. Each adjective selected in the assessment contributes to the picture being painted by the candidate.

In order to enable you to put your best foot forward and showcase the personality traits you want your prospective employer to see, Prepterminal’s expert psychometricians have produced a PI Behavioural Assessment test preparation pack containing both educational modules and mock tests so that you may learn the inferred meaning behind each and every adjective you select, so that when you face the full exam you will be fully capable of putting forward the image that you wish prospective employers to see, bringing you one step closer to your dream job.

Predictive Index Learning Indicator Results

Once the candidate completes the PI LI test, a score is given based on the number of items answered correctly, with no penalty for incorrect answers. The average raw score on the PI LI ranges from 17-23, but it is assumed that the population average on the PI LI is 20 correct answers. Once the raw score is taken, a scale score is calculated between 100-450, with the average score being 250 which is equivalent to a raw score of ~20/50.

In terms of cut-off scores, the required score to pass to the next stage of the interview process is determined by the employer, based on the job profile and consultancy provided by the assessment company distributing the PI LI to the employer. Predictive Index has produced a table of scores a candidate should aim for based on the role they are aiming for. While these are not a guarantee of employment upon achieving the score, they go a long way towards improving an individual’s likelihood of success in a certain industry.

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The given scores serve as an estimate of what a candidate needs to achieve in order to be considered for a job role. It is recommended by Predictive Index that an individual should add 2 to their target score in order to improve competitiveness as a candidate being 2 points above the target score indicates a “100% cognitive fit” for the role.

The conversion of Raw Score to Scale Score is given below:

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As is seen in the Scale Score conversion, there is no distinction between a raw score of 40 and 50, as they are such exceptionally high scores that they fall only within the 98th percentile.

Essentially, the PI LI test serves to provide employers with an objective, quantitative metric of a candidate’s General Cognitive Ability. By providing a single numerical score, the sorting of candidates by ability is made exceptionally easy.

In order to ensure the maximization of your performance in this test, Prepterminal has produced a PI Learning Indicator test preparation pack, filled with educational modules and practice tests so that you may go into your examination fully prepared for the questions which arise. By using our resources you are ensuring improved results in your PI PLI test, getting you one step closer to your dream job.

Predictive Index Results Explained

As stated earlier, the greatest asset of Predictive Index’s psychometric testing is the synergy between the Behavioral Assessment and Learning Indicator. It is standard for employers to use both tests in tandem as they build a comprehensive understanding of those traits in a candidate which cannot be discerned from a resume and interview alone.

After administering both tests, employers will prioritize candidates based upon performance in both Behavioral Fit and Learning Fit (General Cognitive Ability). It is not enough to simply score high in the Learning Indicator or to only showcase the right traits in the Behavioral Assessment; success in both components are required for success when dealing with Predictive Index tests.

If you are required to take the Predictive Index tests, the best course of action is to put in the time to practice both components – it is not a sound strategy to focus on one component and neglect the other. Prepterminal offers comprehensive study resources for both tests, making use of both text and video modules along with online practice exams in order to ensure that you can improve your performance and benchmark your progress as you progress. When it comes to the interviewing process, your prospective employer is not going to offer you a second chance to impress them. Don’t risk going in blind – sign up for our preparation packs today and get started on the road to success.