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Why was I asked to take the PI Behavioral Assessment?

The PI Behavioral Assessment delivers a freakishly accurate snapshot of a person’s behavioral drives that can predict job success.

What is it?

 

The word “assessment” can quickly trigger fear or anxiety in many people. If you were asked to take this assessment, you can take a deep breath and let that tension go.

The Predictive Index (PI) is a talent optimization platform with solutions for recruitment strategy, employee motivation and engagement, and executive strategy alignment. The foundation of the platform is a people analytics tool, called the Behavioral Assessment (BA). This six-minute free-choice assessment asks a person to select adjectives from a list that they think best describe them, and then to select adjectives from a second list that describes how others expect them to behave. With more than 500 validity studies and 60 years of science to fall back on, this EEOC compliant assessment is one to be excited about.

How does it work?

 

Each adjective in the list is associated with one of four human drives: Dominance, Extraversion, Patience, and Formality.

  • Dominance is the drive to exert influence on people or events.
  • Extraversion is the drive for social interaction with other people.
  • Patience is the drive to have consistency and stability.
  • Formality is the drive to conform to rules and structure.

The BA analyzes the words that you do and do not select from each list. From that data, it generates a report that includes a visual pattern, called a Reference Profile, which highlights your drives and explains how they influence your behavior in the workplace. While there are an endless number of unique patterns, they are currently classified into 17 Reference Profiles that share similar traits.

What is it used for?

 

The PI Behavioral Assessment (BA) is used to hire candidates who are hardwired to be a great fit for the role, manage and inspire employees based on their unique needs, and design cohesive teams who achieve their goals. Employers who use this assessment care about the talent they are hiring as well as their company culture and employee experience.

The BA can tell a lot about a person, such as if they like to lead or participate as a team member, if they need time to process information on their own or if they like to talk things through with other people, if they prefer to work on a variety of projects or perform routine work, and if they are comfortable with ambiguity and little structure or prefer more details and guidelines.

You may also be asked to take a cognitive assessment, like the PI Cognitive Assessment, which measures the rate at which someone can process and learn new information. When used correctly, these assessments are strong indicators of job success.

Do I have to take it?

 

You don’t HAVE to take it, though it’s likely required information for the employer to continue processing your job application if they asked you to take the assessment. If you want to work for this employer, you should take the assessment when they send it to you. There are no right or wrong answers, so you should answer the questions truthfully. It’s also important to take the assessment in a quiet space free from distractions – and remember, you’ll need less than 10 minutes to complete it.

The information in the assessment results is beneficial for both you and the employer to enhance your experience at the company and develop professionally. After you take the assessment, a PI Certified Practitioner should review the results and your assigned Reference Profile with you to explain what it means. You’ll probably be intrigued by what they have to share with you, and it may leave you wondering how many of your friends and family they spoke with before compiling this freakishly accurate report.

What if I have already taken it?

 

The assessment is most accurate when taken for the first time in your native language, as long as you are 18 years or older. So if you have already taken this assessment, there’s no need to take it again. Let the employer know that you have taken it before and share your results with them. If you do not have your results readily available, you can request it from the Human Resources or People Operations team at the employer you took it for. They will most likely be open to sharing it with you since they may need to request results from other employers for their job candidates, too.

Read this blog to learn more about how the PI Behavioral Assessment can reduce bias and discrimination in the workplace or take the assessment now. Through virtual or in-person training, The Outstanding Company will help you and your team navigate the nuances of each pattern and will teach you to understand each other’s behaviors in relation to your behavioral assessment results.

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