What does Predictive Index Measure?
The Predictive Index behavioral assessment measures four behavioral factors (also known as “drives”) in people. Each factor is denoted by a letter.
Predictive Index Factor A: Dominance
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DOMINANCE: Dominance is the degree to which individuals seek to control their environment. Individuals who score high on this dimension tend to be independent, assertive, and self-confident. Individuals who score low on this dimension tend to be agreeable, cooperative, and accommodating.
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Predictive Index Factor B: Extraversion
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EXTRAVERSION: Extraversion is the degree to which individuals seek social interaction with other people. Individuals who score high on this dimension tend to be outgoing, persuasive, and socially poised. Individuals who score low on this dimension tend to be serious, introspective, and task-oriented.
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Predictive Index Factor C: Patience
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PATIENCE: Patience is the degree to which individuals seeks consistency and stability in their environment. Individuals who score high on this dimension tend to be patient, consistent, and deliberate. Individuals who score low on this dimension tend to be fast-paced, urgent, and intense.
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Predictive Index Factor D: Formality
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FORMALITY: Formality is the degree to which individuals seek to conform to formal rules and structure. Individuals who score high on this dimension tend to be organized, precise, and self-disciplined. Individuals who score low on this dimension tend to be informal, casual, and uninhibited.
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How does a Predictive Index survey work?
You can’t always see what drives and motivates someone from the surface. Sometimes the way an employee behaves is a result of how they think they’re supposed to act at work. But that doesn’t mean they’re naturally wired that way!
The PI Behavioral Assessment was created to evaluate people’s behavior at work—both their inherent behavioral drives and their perceptions of what behaviors are expected of them. This helps employers understand what naturally drives and motivates their employees, as well as where they may be stretching outside their comfort zone to perform their current role.
The PI Behavioral Assessment is not timed, but takes approximately six minutes to complete, and employs a free-choice (as opposed to forced-choice) format.
The assessment is composed of two questions; each comes with a list of 86 adjectives. (The same adjectives are used for both questions). The first question asks respondents to choose adjectives that describe how they think others expect them to act. The second question asks respondents to choose adjectives that describe who they really are.
The PI Behavioral Assessment was created to evaluate people’s behavior at work—both their inherent behavioral drives and their perceptions of what behaviors are expected of them. This helps employers understand what naturally drives and motivates their employees, as well as where they may be stretching outside their comfort zone to perform their current role.
The PI Behavioral Assessment is not timed, but takes approximately six minutes to complete, and employs a free-choice (as opposed to forced-choice) format.
The assessment is composed of two questions; each comes with a list of 86 adjectives. (The same adjectives are used for both questions). The first question asks respondents to choose adjectives that describe how they think others expect them to act. The second question asks respondents to choose adjectives that describe who they really are.
What is a good predictive index score?
The results of a Predictive Index are scored graphically. The graph represents and individuals behavioral drives and needs. The graphs are grouped into 17 core reference profile types. This type is then compared to the requirements of a role. Thus the score depends on the role.
What are the Predictive Index types?
After a thorough analysis of millions of Behavioral Assessments, the PI Science Team identified 17 “Reference
Profiles” that create a behavioral map for different types of people. You can think of these as easy-to-reference
groupings of the characteristics of people who have similar drives.
Once you know someone’s Reference Profile, you gain insight into what their defining workplace behaviors are,
how to work with them more effectively and what kind of traps and pitfalls they have a tendency to fall into.
Understanding your own Reference Profile—and your coworkers’ Reference Profiles—can be a massive advantage to
you in your career. After all, almost all business problems are people problems, and if you know how to effectively
work with every kind of person, you have an enormous leg up at work.
For a deeper dive on the Predictive Index Reference Profile Types click here
Profiles” that create a behavioral map for different types of people. You can think of these as easy-to-reference
groupings of the characteristics of people who have similar drives.
Once you know someone’s Reference Profile, you gain insight into what their defining workplace behaviors are,
how to work with them more effectively and what kind of traps and pitfalls they have a tendency to fall into.
Understanding your own Reference Profile—and your coworkers’ Reference Profiles—can be a massive advantage to
you in your career. After all, almost all business problems are people problems, and if you know how to effectively
work with every kind of person, you have an enormous leg up at work.
For a deeper dive on the Predictive Index Reference Profile Types click here
Can you fail a Predictive Index survey?
In short the answer is no. You can not fail a Predictive Index behavioral survey. You can identify traits that may work well or not so well for a specific role, however this is only useful to the interviewer when considering a candidates natural behavioral drives and needs in context of a position.