What is the Predictive Index?
When it comes to hiring, it can be a tricky balance to find a technical fit as well as culture fit for your business. While interviews help you get to know each candidate personally, the Predictive Index can help you understand the personality types and soft skills of your would-be hires in a more analytical way.
What is the PI index?
A tried-and-tested method for 70 years, the PI index is carried out as one of two possible tests, the Predictive Index Cognitive Assessment (PICA) which measures reasoning abilities, and the Predictive Index Behavioural Assessment (PIBA) which measures personality traits.
For most businesses who use the PI index, this generally refers to the PIBA, so let’s take a closer look at precisely what the PIBA does.
How does the Predictive Index Behavioural Assessment work?
The behavioural assessment predictive index assesses four key areas:
Dominance
This describes how a candidate may perform in leadership roles as it tries to understand how much control a person wishes to hold over their workplace and colleagues.
Dominance refers to personality traits like independence, assertiveness, and confidence. High scores in Dominance suggests that a person is able to confront challenges with confidence and confront conflict without getting flustered. Low scores suggest someone is more cooperative and collaborative.
Patience
Somewhat self-explanatory, Patience describes how calm and collected someone is in times of stress. Low scorers on Patience may prefer high-octane, ever-changing work environments, while high scorers would do well in maintaining a consistent, steady pace and forging meaningful relationships over time.
Extraversion
Extraversion describes how readily and naturally a candidate talks and engages those around them. It can suggest how much influence someone is likely to have on others, and how they may prefer being in more centre-stage roles. Low scorers are likely to enjoy working solo, in more creative ways, or simply in less social roles.
Formality
Formality describes how much someone relies on structure, rules, and clear expectations to guide their work. High scorers may perform well in roles that require a good attention to detail and strict adherence to rules, whereas low scorers may prefer more lenient ways of working.
How do PIBA results work?
The PIBA has 17 Reference Profiles and candidates answers are matched to the most accurate profile to provide a general persona. The 17 profiles fall into four categories:
Persistent profiles
Scholar
The Scholar works is methodical and analytical and aims to master their given subject. Scholars can be considered trustworthy sources of knowledge in the chosen areas, but may be more reserved in other speaking or social roles.
Individualist
Individualists are, as the name suggests, likely to think outside the box. Natural risk-takers, they can be innovative and not much deterred by doubt or criticism.
Analytical profiles of the PI Behavioural Assessment
Analyser
Disciplined and reserved, the Analyser is results-driven and works well in structured environments to deliver quality work.
Controller
Controllers are disciplined and risk-averse, preferring to work in traditional ways while holding themselves to high standards.
Specialist
The Specialist is a problem-solver who is able to spot and fix issues from a mile away. They can seem serious, concerned with accurate, high-quality work.
Strategist
The Strategist looks at the big picture and can seem overly direct in their communication style, but their strengths lie in their imaginations and levels of discipline.
Venturer
Venturers are self-starters who are motivated by meeting their goals. They aren’t afraid of risk or challenging the status quo.
Social profiles of the behavioural assessment predictive index
Altruist
Altruists are cooperative and thoughtful. They enjoy collaboration and are empathetic to the needs of others.
Captain
Captains like to take charge and to get things done quickly and are not afraid to stand up and be accountable.
Collaborator
Collaborators are, as the name implies, team players who demonstrate the patience, understanding, and open-mindedness to build meaningful relationships.
Maverick
The Maverick isn’t held back by failure or doubt and can go with the flow in fluid workplaces. They can think on the spot and adjust their ideas and approaches quickly.
Persuader
The Persuader is a social person who isn’t afraid of risk. They can motivate others with ease and are self-assured.
Promoter
Promoters are great social personalities that can help build and nurture work relationships with their lively communication.
Stabilising profiles of the Predictive Index Behavioural Assessment
Adapter
Adapters can shift and change with fluid situations and workplaces. Their motivation and behaviours may change to suit certain circumstances, making them insightful and flexible employees.
Artisan
The Artisan is a disciplined and steady worker who enjoys working in a thorough manner. While they may be more risk-averse, their dedication means they are inclined to become highly knowledgeable in their areas.
Guardian
Guardians like to work in a detail-oriented way and prefer predictable structure. They’re motivated to do good work for solid teams and are supportive to others.
Operator
Operators are focused and accurate. They don’t get bored by routine or repetition and are detail-oriented which makes them ideal as architects of processes and procedure.
What is the rarest PI profile?
Some of the rarest personality profiles in the Predictive Index Behavioural Assessment include:
• Analyser
• Venturer
• Strategist
The most common PI Behavioural Assessment profile is the Collaborator, accounting for 10% of test-takers.
What is a good PI assessment score?
A good PI assessment rating is the one that suits the needs of your vacancy! The 17 profiles above can help you shape teams that have the required amount of leaders as collaborators, as well as crafting teams based on things like creativity and risk-takers (for example, as often needed in a startup) or analytical discipline (as needed in stricter, regulated workplaces).
The Predictive Index Assessment is well worth considering if you want to make sure your hires strike the ideal balance on the personality index while also strengthening one another. For example, someone may score as a Persuader on the personality index, but without team-minded collaborators to persuade, you may end up with a team of leaders, but no one to lead. The Predictive Index Assessment can help you avoid this.
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