Frequently asked questions

What does The Predictive Index® do?

The Predictive Index® assessments are a tool designed to help employers make informed decisions based on collected data about potential candidates and current employees. They also help define the needs of a role, team, project or business strategy.

The Predictive Index® is more of an assessment than a traditional test, meaning it’s not “pass or fail.” The PI Behavioral Assessment™ measures behavioral drives (Dominance, Extraversion, Patience, and Formality).

The PI Cognitive Assessment™ identifies candidates with a high potential for successful on-the-job performance by measuring their cognitive agility. The PI Cognitive Assessment™ is an essential component of any recruitment process and is an indicator of trainability for positions at all levels of an organization. Available in 70+ languages, it assists in accelerating onboarding and an employee’s capacity to handle complex business situations.

Employers use the PI Job Assessment™ to determine the behavioral traits and cognitive ability someone would need to be successful in each position.

What is a good Predictive Index® score?

Note that the PI Behavioural and Cognitive Assessments are qualitative assessments with no right or wrong answers.

Your results on the PI Cognitive Assessment™ are expressed as a raw score, which is your total number of correct answers. This is then converted into a scaled score, which compares you to other applicants by sorting results into percentiles.

An average raw score is about 20 right answers (17-23). The scaled score ranges from 100-450, with the average score being 250. Each employer determines its own target PI Cognitive Assessment™ score for a given job target.

What does The Predictive Index® Behavioural Assessment measure?

The PI Behavioural Assessment™ measures workplace behaviour according to four key factors, known as “drives.” The four drives are: Dominance, Extraversion, Patience and Formality.

• Dominance is the drive to exert influence over people or events. Low-dominance individuals are more collaborative and cooperative, whereas high-dominance people are independent, assertive, and comfortable with conflict.
• Extraversion is the drive for social interaction. Low-extraversion individuals value privacy, reflection and analysis. High-extraversion people are sociable, crave connection, and value recognition.
• Patience is the drive to seek consistency and stability. Low-patience people need variety, work fast, and can handle multiple priorities, while high-patience people prefer steady paces and are generally stable and loyal to their organizations.
• Formality is the drive to conform to rules and structure. Low-formality individuals need freedom and flexibility and tolerate ambiguity and spontaneity. High-formality people are disciplined and often see themselves as experts. They need clear expectations in order to minimize the risk of error for the company.