Behavioural intelligence for the moments that matter
The Predictive Index®
A CV tells you what someone has done, not how quickly they will learn what you need next.
The PI Cognitive Assessment measures general cognitive ability in twelve minutes. It is one of the strongest single predictors of job performance, and it tells you whether a candidate can handle the cognitive demands of the role.
- 50 multiple-choice questions across verbal, numerical and abstract reasoning
- Extended time is available when required
- Scored against the role's target, not against a pass mark
When combined with the PI Behavioural Assessment and a structured interview, the Cognitive Assessment yields 58% predictability of on the job performance.
The assessment
One of the strongest predictors of job performance.
The PI Cognitive Assessment ™ as delivered by Founding Partner Predictive Success measures an individual’s general cognitive ability in 12 minutes (extended time is available when necessary) and serves as a critical assessment tool in recruitment and talent management processes.
What the score means
A candidate’s assessment score is an indication of their ability to absorb and process complex information, and their capacity to deal with the cognitive demands of a given position. Determine an individual’s ability to catch on quick, figure things out on their own, and to meet or exceed performance expectations.
High and low are the wrong question
When using the PI Cognitive Assessment as delivered by Founding Partner Predictive Success, companies should not necessarily look at whether a score is high or low – what matters is if the candidate’s score matches the cognitive demands of the job. To determine the cognitive demands for a job, set a target score with the PI Job Assessment or another standard-setting method. A match score then evaluates how well a candidate’s cognitive ability matches the demands of the role.
How it works
Twelve minutes, fifty questions, one target.
Fifty questions, twelve minutes
The assessment consists of 50 multiple-choice questions drawn from three cognitive ability categories, Verbal, Numerical and Abstract Reasoning, across nine subcategories.
A score against the role
A candidate's score indicates their ability to absorb and process complex information, and their capacity to deal with the cognitive demands of a given position.
Matched to a cognitive target
What matters is not whether a score is high or low, but whether it fits the target set for the role you are hiring for.
Predictive Success is the #1 Predictive Index partner globally and a Certified Elite Partner. The science below is not ours to claim; delivering it in Canada, in both official languages, is.
12 min
to complete
50
multiple-choice items
3
reasoning categories
70+
languages
Set a cognitive target for a role you are hiring for now.
“With our use of The Predictive Index Cognitive Assessment as delivered by Founding Partner Predictive Success, we have seen a 6 month faster time to ramp up of our new hires.”
What changes when you can see learning ability
New hires get up to speed sooner
Weston Forest saw a six month faster time to ramp up of new hires after adding the Cognitive Assessment to their process.
You can hire for pace when the work demands it
Responsive Group used it to find fast-paced learners for specific roles when their industry was hit hard and speed mattered most.
Better internal successors, not just external hires
Nespresso Russia used it to identify both the best external candidates and the internal successors who learn fastest.
The science, in detail
How the assessment is built
The Cognitive Assessment consists of 50 multiple-choice questions from three cognitive ability categories (Verbal, Numerical, and Abstract Reasoning) and nine subcategories. Results from the three categories represents the cognitive score, which is a measure of general cognitive ability.
In North America, approximately 60% of employees are not engaged in the workplace. By using data-driven tools to select people with the natural abilities to succeed, it becomes easier to foster a workplace of employee engagement.
Validation and integrity
Is the Cognitive Assessment scientifically validated?
Psychometric rigour
Built on decades of industrial and organizational psychology research and extensive validation studies.
Predictive validity
PI reports more than 383 validity studies across industries and job types showing that its assessments predict job performance.
Adverse impact analysis
PI monitors every assessment for fairness and bias, against current industry and legal standards.
Industry standards
Certified by independent reviewers, and aligned with EEOC and SIOP best practice for workplace testing.
Can candidates cheat on the PI Cognitive Assessment?
PI states that they cannot, with AI or otherwise. A linear-on-the-fly (LOFT) design gives each candidate a unique set of questions, and during the 12 minutes the screen blurs and copy and paste are blocked if a candidate navigates away.
Is the PI Cognitive Assessment biased or unfair?
PI describes it as role-neutral and non-academic, validated as fair across age, gender, ethnicity and language. It measures learning ability, not memory or education.
How does PI ensure fairness across countries?
PI says the assessment uses localized questions, runs proctored or unproctored, meets privacy rules such as the GDPR, and offers 18-minute and 24-minute versions as accommodations.
As published by The Predictive Index.
See a cognitive target built for one of your own roles.
A certified consultant will walk you through what the score means against the job, not against a pass mark.