The Predictive Index behavioral assessment is a very popular work-related behavioral assessment. Most candidates complete this assessment within less than 10 minutes.
Type: Psychometric Time Bound: NO Question Type: MCQs
PI Behavioral test introduces a free response format that asks you to fill in two identical checklists of 86 adjectives.
What’s important to acknowledge is that what you select, or don’t select, how much or how little you select, all reveals a lot of relevant data to the employer.
Upon submission, your responses will be analyzed and translated into what’s called Synthesis, which is basically how you perform on the job.
The combination of the two questionnaires is what helps employers understand how you manage your behavior given the natural gap between who you and the environment. Your synthesis will be matched with one of the 17 available PI profiles, which try to describe your drives and needs in a workplace. It will also be crossed with the specific profile that was pre-built by the employer.
The profiles are built upon the relationships between four main factors or drives:
Factor A: Dominance – the drive for impact
A high score means you’re independent, assertive, and self-confident. A low score means you’re agreeable, cooperative and accommodating.
Factor B: Extroversion – the drive for social interaction
High score means you’re friendly, outgoing, and influential. A low score means you’re more serious, self-observing, and task-oriented.
Factor C: Patience – consistency and stability
A high score means you are driven by consistency and stability.
Factor D: Formality – conforming to rules and structure
A high score means you are driven by structure and conforming to rules.
The PI behavioral assessment maps 17 profiles of job-related personas. When you take the test, you will be described by one of the 17 reference profiles. The profiles are divided into four groups, as seen below
Analyzer | Controller | Specialist | Strategist | Venturer
High: Dominance and fast pace
Altruist | Captain | Collaborator | Maverick | Persuader | Promoter
Focus on relationships.
Craftsman | Guardian | Operator
Low: Dominance, Extroversion
High: Patience, Formality
Steady, detailed, work well with structure.
Individualist | Scholar
High: Dominance, Patience
Task-oriented, deliberate, need control.
The amount of adjectives that you mark on each of the PI behavioral assessment sheets indeed impacts your profile. If you mark too little (6 and below) or too many (80 and above) then not only will the PI calculations be less accurate and useful for the recruiter, but they might also be perceived as indicators of a potential problem. i.e. too many adjectives means you’re “all over the place” and too little adjectives might imply that you’re very closed and not able to reflect on yourself or hard to read. Therefore, it’s a good practice to mark a reasonable amount of adjectives on each list, anywhere between 12-50.
In addition, the number of adjectives you choose affects another factor – M (Morale). This represents your response levels. It is measured by the difference between how many adjectives you chose on the first (self-concept) and second (self) checklists.
If Self Concept Down > 10 points = Low Morale
if it’s Up > 10 points = High Morale.
There are no questions on the PI behavioral assessment, so there aren’t really any sample questions. But, there are lots of words, more accurately adjectives, that one can be familiar with, in order to better understand how those adjectives reflect different intensities of the four drives measured by the PI.
There are no right and wrong answers in the test, but the test reveals who you really are in the context of work place. As described above PI behavioral test puts candidates into various profiles. To get better results you must thoroughly analyze
If you are applying for the position where you need to be interacting quite a lot with a customer than you must present yourself outgoing and sociable person.