Predictive Index Analysis
Stop bad hires and ensure the right fit for you and your business
Using the Predictive Index Cognitive and Behavioural Assessments, measure a candidate or employee’s abstract intelligence and personality characteristics. Identify the candidate aligned with both the role and your organization.
Hire
Get your ideal candidate benchmark based on millions of data points and confidently hire the right person, regularly.
Inspire
Solve people issues in a flash, develop your emotional intelligence and build teams that drive results. Lead with purpose.
Design
See how well your team’s strengths align with the work to be done and where you need to course correct. Uncover what’s holding your team back.
Diagnose
From software to workshops to expert consulting, we give you the tools and knowledge you need to shift your company into high gear.
unlock the power of
Talent Optimisation
Focus on What Matters
Built on 65 years of science, EFPA-certified, and trusted by companies worldwide.
17 Reference Profiles
Know yourself, your team and your strategy
Streamline the candidate sorting process and select the appropriate match for your organisation
Years of Science
Companies Worldwide
Assessments Administered
frequently asked questions
An untimed, self-directed assessment that gauges an employee’s natural behavioural drives and needs. Use the results to predict how individuals will behave in given situations, so you can make excellent hiring decisions, foster high-performing teams, and more.
Those who take the PI Behavioral Assessment are presented with two questions, each pertaining to a single shared list of adjectives.
The first question asks assessment takers to select adjectives that describe the way in which they’re expected to behave at work. The second question, by contrast, asks them to select the adjectives they’d actually use to describe themselves.
Each adjective is associated with one of the four key factors that determine workplace behavior: dominance, extraversion, patience, and formality.
Once the survey is completed, assessment takers are assigned one of 17 Reference Profiles—a snapshot of the way they naturally think and work.
The PI Behavioral Assessment measures four key behavioral drives:
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 Cognitive Assessment measures an individual’s ability to learn, adapt and grasp new concepts in the workplace. It consists of multiple-choice-questions from three cognitive ability categories (verbal, numerical, and abstract reasoning). It assesses rapid knowledge acquisition.
A behavioural assessment, true to its name, is a tool that measures a person’s natural behavioural tendencies. Within the workplace, a behavioural assessment is a powerful way to improve any organization’s odds of success. It’s proven to help hiring managers predict on-the-job success (especially when paired with an understanding of cognitive ability).
It’s incumbent upon hiring managers to select a behavioural assessment that is scientifically validated for hiring. It’s also critical that this assessment is administered fairly, and that it’s considered just one of many data points used to inform a hiring decision.