PI Assessments - Prímula Asesores

PI ASSESSMENTS
A proven track record of increasing staff productivity.

Predictive Index assessments have been validated by rigorous testing and scientific research over decades. Their effectiveness is proven: more than 25 million people worldwide have been assessed, and PI Assessments are trusted by the world's leading companies to help them make better personnel decisions.

PI Behavioral Assessment

A quick questionnaire. A deep understanding.
The PI Behavioral Assessment is a free-choice, open-ended stimulus-response tool that is much more than a simple personality test. For more than 60 years, thousands of companies around the world have used our EFPA-certified behavioral assessment to understand the personality traits that make their employees and candidates fit.
Use the PI Behavioral Assessment to select candidates with a high probability of fit, design teams for exceptional performance, and manage employees to be their best.

How does the PI Behavioral Assessment work?

Respondents are given two lists of adjectives. With the first list, we ask them to select words that describe how others expect them to act. With the second list, we ask them to select words that describe them in their own opinion.

Each adjective is associated with one of the four key factors that determine workplace behavior: dominance, extroversion, patience and formality.

Once people complete the assessment, we assign them a Reference Profile, i.e. a snapshot of their way of thinking and working without regard to a specific role.

What does the PI Behavioral Assessment measure?

Dominance is the drive to exert influence on people or events.
Extroversion is the drive for social interaction with other people.
Patience is the drive for consistency and stability.
Formality is the drive to act in accordance with rules and structure.

Objectivity is the degree to which a person prefers objectivity when processing information and making decisions.

These four key factors, or behavioral nudges, provide a simple framework for understanding the workplace behaviors of your employees and candidates. PI is your superpower: it allows you to drill down to be able to predict how people will behave in certain situations. Behavioral testing, combined with an understanding of cognitive ability, can significantly improve the selection process.

PI Cognitive Assessment

Predict natural learning ability and job performance.
Did you know that cognitive ability is the number one indicator of job performance? The time-limited PI Cognitive Assessment is a cognitive ability test for employment. This assessment measures a person's overall mental capacity for critical thinking. In as little as 12 minutes you will have more information about a person's likelihood of success and job performance than you would get after a one-hour interview or a standard aptitude test.

How does the PI Cognitive Assessment work?

Test takers are given 50 problems to solve and must attempt to solve as many as possible in 12 minutes. The resulting score indicates their ability to process complex information and their ability to cope with the cognitive demands of a given job. Some assessment tests may measure a candidate's general mental ability or numerical reasoning, but not both. With the PI Cognitive Assessment you will always know if a candidate has the problem-solving skills needed for the job.

What does the PI Cognitive Assessment measure?

The PI Cognitive Assessment consists of 50 multiple-choice questions in three categories of cognitive ability (verbal, numerical and abstract reasoning) and nine subcategories. Basically, it assesses the speed at which a person can learn, i.e. their rapid acquisition of knowledge. If change is a constant in your organization, pay special attention to cognitive ability.

It is more than a personality test, it measures verbal reasoning, cognitive skills and critical thinking. Thanks to this information and more quantitative criteria, your company can improve the selection process and make more scientific selection decisions. Unlike a standard aptitude test, a cognitive assessment combined with behavioral data can provide true indicators of a candidate's job performance.