What is the Predictive Index (PI) Behavioral Assessment?

The Predictive Index (PI) Behavioral Assessment is a psychometric test used by many organizations to aid in the understanding of how candidates are likely to deal with employment situations and managerial styles. The PI methodology is owned by The Predictive Index, with over 60 certified partners/associates distributing the assessment internationally. The goal of the assessment is to appropriately match people to the correct roles in order to prevent the difficulties which might arise in the event of a mismatch

This assessment is used internationally by over 8000 organizations and is available in over 70 languages including Braille. It has been a staple in pre-employment psychometric testing for the past 60 years. In 2013, over two million people worldwide had completed the PI assessment.

Prepterminal’s expert psychometricians have formulated a comprehensive learning resource, providing all the components for success, from text/video modules to mock assessments so you can approach the real thing with full confidence.

PI Behavioral Assessment Format

The PI Behavioral Assessment is delivered as an untimed self-report survey in a free-choice setting. It is found to usually take between 5 to 10 minutes.

The test is administered in two stages. First, the candidate is given a list of 86 adjectives and is required to select which the candidate believes best describe their behavior – this is the ‘Self’ component of the assessment. Then, the candidate is faced with the same adjectives and is required to select those which they believe best describe how others perceive the candidate – this is the ‘Self-Concept’ component of the assessment.

The PI measures four core personality traits:

1

Dominance: The degree to which an individual seeks to control their environment. High-scorers on this dimension are independent, self-confident and assertive, while those who score low on this dimension are agreeable, accommodating, and cooperative.

2

Extraversion: The degree to which an individual seeks social interaction with others as well as social acceptance. Those who score high on this dimension are persuasive, outgoing and socially affluent, while those who score low are serious, task-oriented and introspective.

3

Patience: The degree to which an individual seeks consistency and stability in their environment. Those who score high on this dimension are consistent, deliberate and patient, which low-scorers are intense, fast-paced and urgent.

4

Formality: The degree to which an individual seeks clarity and understanding of rules. High-scorers on this dimension are self-disciplined, organized and precise, while those who score low are uninhibited, informal and casual.

In addition, the PI combines the four primary personality traits in order to measure two secondary personality traits:

1

Decision-making: Measures how an individual processes information in order to make decisions. Those who score high on this dimension are primarily influenced by facts and data, being objective and logical individuals, where those who score low are primarily influenced by feelings and emotions, being more subjective and intuitive.

2

Response level: Measures an individual’s overall responsiveness to the environment, as reflected by their energy, activity level and stamina. High-scorers on this dimension are seen to have an increased capacity to sustain activity as well as increased stress tolerance, while those who score low on this dimension tend to have a far lower capacity.

Prepterminal’s PI Behavioral Assessment preparation pack dissects each component in depth and explores how your responses in the assessment portray each dimension of your personality. To ensure that you are accurately and effectively communicating who you are to a prospective employer through the PI Behavioral Assessment, sign up for our course and master the assessment in a matter of hours.

How to Pass the PI Behavioral Assessment

After completing the assessment, a report is generated 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
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Following this, a number of qualitative descriptions are given:

  • Strongest Behaviors
  • Summary
  • Management Style
  • Influencing Style
  • Management Strategies

These descriptions are intended to provide prospective employers with a full behavioral profile of the candidate so that they may fully inform their decisions for recruitment and/or development of the candidate in question.

As this is a behavioral test, it is scored differently to the more commonly-encountered cognitive test. Answers are used to construct a profile of the candidate based on the four aforementioned traits rather than assess based on performance on a set of questions with an outright correct/incorrect answer. As such, it is not appropriate to practice to give the ‘correct’ response. The key to doing well in this assessment is in correctly gauging what one’s prospective employer is seeking from candidates and using that information to discern how best to showcase those qualities through the answers one puts forth in the assessment. While it is not recommended to outright lie in the assessment, the appropriate preparation and research can facilitate the true representation of oneself through one’s answers, showing prospective employers one’s suitability for a job role.

Prepterminal’s provides all the resources to study and prepare for the assessment in such a manner that will allow you to put your best foot forward and impress employers with your personality profile. Our mock assessment serves as an outstanding metric to monitor and benchmark your progress in learning how to convey exactly the personality traits you wish to showcase to your prospective employer, so you may get one step closer to that dream job.

Tips for the PI Behavioral Assessment

Every single decision made in the assessment affects the picture you paint of yourself. Here are a few tips to sharpen the image you portray to prospective employers:

  • Before taking the PI, do your research on the employer and job role. This will provide invaluable information as to what the employer expects from successful candidates.
  • With this information in mind, consider every adjective from the perspective of the employer in relation to the job role.
  • For every single adjective, consider the parameters of the job role and the ethos of the company in order to decide the value that particular adjective holds.
  • Maintain consistency in your selection of adjectives – if you are seen to be inconsistent you are not painting a picture of yourself; rather, you are muddying the waters with contradictory choices and will inevitably fail.

Practice the PI Behavioral Assessment

Looking to overcome the PI Behavioral Assessment and progress through the interviewing process towards your desired job? Prepterminal’s offers all the components you could require for success in this area, providing a professional stepping-stone in your career path. Our PI Behavioral Assessment preparation pack provides various modules comprised of text and video modules to inform and educate you on the structure and intended metrics gathered by the assessment, as well as providing mock exams so that you may begin gauging your own performance through completing the self-assessment online.

The PI Behavioral Assessment is only going to be administered once in your interview process – you don’t get any second chances. Don’t risk going in blind – Prepterminal is here to guide you through the process and ensure your success in this assessment.