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Predictive Index (PI)

The Predictive Index (formerly PI WorldWide) is a talent optimization platform for predicting ability, personality and work-based preferences.

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Note: AssessmentDay and its products are not affiliated with Predictive Index. Our practice tests are intended only for candidate preparation, not for employee selection.

About Predictive Index

The Predictive Index is a talent optimization platform that helps develop and determine the cognitive and behavioural qualities of candidates and employees. Formerly PI WorldWide, The Predicitve Index was founded six decades ago in the USA. It's mainly comprised of a personality questionnaire to help match job role requirements with compatible candidates. It's now been used to assess millions of candidates across the world.

The Predictive Index tests

Predictive Index offer numerous assessments that look at one's cognitive ability, but particularly their behavioural qualities, their attributes and needs, and how they best fit for a role and workforce.

Here is a list of the PI tests:

  • PI Behavioural Assessment: The PI Behavioural Assessment is a tool to determine what your motivations and needs are. It is untimed, you can choice any answer you wish, and helps businesses to understand what gives their employees and candidates their drive.
  • Job Assessment: The PI Job Assessment is used after the data on the individual has been gathered. With this data, the assessment can then be used to match their tasks and skills (like a normal job description) but also the individual's behavioural traits and cognitive abilities (exclusive to PI) in order to ensure the candidate is a right fit for the role.
  • Culture fit: This test evaluates candidates values in the work place, and compares these values with those held by the employing organisation.
  • PI Cognitive Assessment: The PI Cognitive Assessment asks test takers to take 50 questions and to complete as many as they can in a relatively brief 12 minutes. The problems require the ability to process complex information and deal with different and various cognitively demanding situations - indicative of the role. The test contains a combination of numerical reasoning, verbal reasoning and abstract reasoning questions. The ability to pay attention quickly and changing cognitive abilities and rapid knowledge acquisition is key.

We will cover each of these in more detail below. For more information on personality tests in general, check out our personality questionnaire with content on what they assess and a free personality test.

Predictive Index behavioural assessment

The PI Behavioural Assessment is a tool to determine what your motivations and needs are. It is untimed, you can offer any answers you wish, and helps businesses to understanding what gives their employees and candidates the drive they need.

1. You will be asked what attributes and qualities you feel that other people expect of you. These may include things like 'reasonable', 'careful', 'analytical', etc. Likewise, you will be asked what you most identify with, things like 'polished,' 'understanding', and so on.

2. Once you are finished, you will be given one of the 17 personality categories that PI have determined. While a personality category may not reflect you perfectly, it is a good indication of where your personality attributes lie in relation to others. For example, you may get the personality category 'Promoter' which is extraverted, supportive and encouraging as a team member.

3. Each category has its key attributes. They are broken down into 3 boxes. For example, if you were a 'Promoter', your 'Behaviours' box would include attributes like: outgoing, patient etc. Your 'Needs' box would include attributes like: harmony, supportive, etc. And your 'Strengths' box would include attributes like: flexible with people, good listener, etc.

4. All of this culminates in the following four workplaces drives:

  • Dominance: The drive for influence on people and events
  • Extraversion: The drive for social interaction with others
  • Patience: The drive for consistency and stability
  • Formality: The drive for rules and structure

These four behavioural drives provide a framework to understanding candidates' behaviours. The PIBA promotes its validity via having been through more than 350 scientific studies.

Predictive Index cognitive assessment

The PI Cognitive Assessment is their self-acclaimed best tool to determine on-the-job success. It is used to understand a candidate's cognitive ability.

1. You will be asked 50 questions testing your verbal, numerical and abstract reasoning skills, within the fixed time limit of 12 minutes.

2. You are not expected to complete all 50 - this test is used to measure your ability to process the questions and the complex information and to then answer as many questions as you can correctly.

3. This test really puts a candidate's cognitive ability to the test and can be very stressful. However, this is all part of their science - they wish to see whether a candidate can meet the cognitive demands of a role, and ultimately, whether they will then be a success.

Job Assessment

Job Assessment is a re-shaping of the classic initial application process whereby a job description is created and CVs are collected and analysed. Matching job descriptions with CVs allows an employer to identify compatible skills, but doesn't take into account their personality or other traits key to success.

1. Identifying the objectives measures of success before a job post is active will allow you to create more informed hiring decisions with a job target that is specialised for your needs.

3. This will eliminate the biases and are involved in traditional selection methods and forms its basis on behavioural drives and cognitive ability.

4.PI believe that this will increase the liklihood of the selected candidate being a success at the role compared to other employment methods.

For a full list of the assessments published by Predictive Index it is best to visit their website.

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