The Predictive Index Behavioral Assessment and the Predictive Index Cognitive Assessment are valuable tools initially designed in 2010 by the consultancy firm of the same name, Predictive Index, in order to assist organizations in making informed decisions when hiring new employees, improving team dynamics, and offering employee training. The assessments measure employees’ behavior and identify the specific needs and motivations that drive them.

The Assessment formats

The PI Cognitive Assessment consists of a 12-minute test that measures a person’s cognitive abilities. It is commonly used to evaluate job applicants before extending an offer. It is meant exclusively for assessing individuals within a workplace environment to offer employers an insight into how fast their candidates can adapt and acquire new knowledge. In general, the assessment’s purpose is to help improve overall productivity, motivation and even teamwork.

The assessment comprises 50 multiple-choice queries selected from three categories (verbal, numerical, and abstract reasoning) by the assessment’s linear-on-the-fly test (LOFT) engine to ensure equivalent content and difficulty for each sitting. The LOFT engine also makes sure employees won’t be faced with exactly the same questions twice.

The PI Behavioral Assessment has a slightly broader scope and can be used both for hiring and employee development, and was designed to measure an individuals’ natural behavioral tendencies. Unlike the Cognitive Assessment, the BA is untimed and tends to be completed in around 6 minutes. It is also not based on multiple-choice questions. Instead, the free-choice, stimulus-response tool involves just two questions involving choosing adjectives from a single list.

The assessment evaluations

The evaluation of any candidate’s performance in the Predictive Index Cognitive Assessment is based on the total number of correct responses. Evaluation is not affected by the number of questions candidates attempt to answer, which should not influence the decision to hire someone or not.

Even if a candidate does not score high on the assessment, they will still be a productive and high-performing employee. The Predictive Index states that these candidates “might excel when making decisions collaboratively or take a slower, more methodical approach to problem-solving […] and be better suited for tactical, short-term decisions and action”.

Evaluating the Predictive Index Behavioral Assessment can help employers paint a picture of how their staff thinks and works. As stated above, the BA comprises just two questions. The first asks employees to choose the adjectives that best describe how they are expected to behave in the workplace, while the second asks them to select the adjectives that best describe how they currently behave in the workplace. The adjectives are each related to one of four critical drives that can determine behavior in the workplace: dominance, extraversion, patience, and formality.

The bigger picture

These short assessments can prove very useful for everything from picking suitable candidates during the hiring process to re-structuring current teams to place the best people in the right roles. Some individuals or teams could perform better under a different leader simply due to their management style. Likewise, these assessments can also help identify those members of staff who would thrive in roles that require more direction.

The Predictive Index Behavioral and Cognitive Assessments are valuable tools for organizations in making informed decisions throughout the employee lifecycle. Whether applying for a new job or currently working for the company, participants should approach these assessments honestly and thoughtfully. The results are meant to provide insights into their work style rather than to evaluate performance. Employers should always take skills and experience into account.