If you were invited to take the PI behavioral assessment, make sure to read this guide. Learn about the different factors that affect your personality profile report, get tips for success and links to useful personality tests.
*Disclaimer: This website is not owned or affiliated with the Predictive Index company.
This test will tell the employer who you are and what is your workplace behaviour within 6 minutes!
*Image by Ricinator on Pixabay
If you’re looking for tips on how to mark adjectives on each list, continue reading by scrolling down the page ⇓
Understand the factors that comprise your PI score report.
The below grid gives you a better understanding of how each factor tells something about your work-place behavior. For instance, if you score low on the Dominance factor, it means you will be perceived as agreeable and co-operative, a team player that looks to collaborate.
Factor E assesses decision making style. A subjective nature means you tend to involve emotion when making decisions. Objective means to not count on emotions but rather on facts/data.
Indicates energy levels and stamina. High M means greater ability to remain active without stress over long periods of time. More on this below ⇓ at Tip #1.
Below are some very good and free personality tests whose results and feedback are similar to the PI. They include questions, rather than free-choice checklists, but are still highly recommended. Click on each test to open it in a new window
You might wonder, why is it so important to take a personality test as part of the preparation process for the Predictive index behavioral assessment. Well the answer is that the sooner you know more about yourself, the more confident you’ll feel when marking those adjectives on the real assessment, and the better you will perform on your interview.
Great question! Well, first of all, the amount of adjectives that you mark on each of the PI behavioral assessment sheets indeed impacts your profile. If you mark too little (6 and below) or too many (80 and above) then not only will the PI calculations be less accurate and useful for the recruiter, but they might also be perceived as indicators of a potential problem. I.e. too many adjectives means you’re “all over the place” and too little adjectives might imply that you’re very closed and not able to reflect on yourself. Therefore, I think it’s a good practice to mark a reasonable amount of adjectives on each list, anywhere between 12-50.
In addition, the number of adjectives you choose affects another factor – M (Morale). This represents your response levels. It is measured by the difference between how many adjectives you chose on the first (self-concept) and second (self) checklists. If Self Concept Down > 10 points = Low Morale if it’s Up > 10 points = High Morale.
See more details in this official document (opens in a new window).
Another Great question!
The PI behavioral assessment maps 17 profiles of job-related personas. When you take the test, you will be described by one of the 17 reference profiles. the profiles are divided into four groups, as seen below. For more information, and detailed videos per each profile, check out this link (opens in a new window).
Analyzer | Controller | Specialist | Strategist | Venturer
High: Dominance and fast pace
Altruist | Captain | Collaborator | Maverick | Persuader | Promoter
Focus on relationships.
Craftsman | Guardian | Operator
Low: Dominance, Extraversion
High: Patience, Formality
Steady, detailed, work well with structure.
Individualist | Scholar
High: Dominance, Patience
Task-oriented, deliberate, need control.
Here are some examples of PI behavioral assessment score reports (opens in a new window):
The PI is a very, very popular work-related personality assessment. According to an official PI document I found, in 2014 over 7,800 companies were using it, and more than 50 of those were listed in Fortune 500 lists. 30% of those companies were located outside the US, in 143 countries!
In addition, the document claims that over one million people around the world had completed the Predictive Index behavioral assessment by 2014.