Frequently asked questions about IP
Predictive Index (PI) is a tool that measures the behavioral traits andcognitive abilities of employees or candidates, helping companies to make better decisions in the selection, development and management of talent.
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In this assessment you will receive two lists of adjectives, from which you will have to select those that best define you and those that people expect or believe about you.
It is important that you are honest in your answers to the PI Behavioral Assessment™, choosing the adjectives that best describe your natural behavior. Don't try to guess what the company expects, as the goal is to identify your unique work style.
Find out all about how the PI Behavioral Assessment works.
The PI Cognitive Assessment™ measures your cognitive skills. It consists of a test of 50 problems to solve, for which you will have 12 minutes.
When answering the PI Cognitive Assessment™, it is recommended that you concentrate and manage your time well.
The PI Behavioral Assessment™ has no time limit, so you can complete it at your own pace, the average is 6 minutes. On the other hand, the PI Cognitive Assessment™ has a duration of 12 minutes, during which you will have to answer as many questions as possible.
No, a Predictive Index assessment is not graded as "pass" or "fail". The goal is to identify how your profile matches the job requirements and the company's needs.
Generally, Predictive Index test results are sent directly to the requesting company. If you would like to see your results, you can ask your employer if they are willing to share them.
Frequently asked questions from HR professionals about IP
Predictive Index measures two types of job relevance factors:
1.Behavioral behavioral factors: Ranked according to the criteria of dominance, extroversion, patience and formality.
2.Cognitive ability factors: Natural learning ability and job performance.
Yes, you can request a free PI demo on our website. Complete the form and we will contact you to provide you with access to a real PI example and discover how it can improve the selection and management of talent in your company.
Predictive Index resultsare backed by more than 60 years of scientific research and validated methodologies, ensuring accuracy and reliability in identifying the behavioral traits and cognitive abilities of test takers.
Our Predictive Index clients report:
- 98% say PI improved their hiring process.
- 70% say PI helps remove bias and subjectivity from their hiring process.
- 67% said PI helped them achieve greater employee engagement across their organization.
- 81% indicated that using PI for coaching helped them develop better
employees.
And, compared to other companies, executives who use PI to optimize talent in their organization report:
- 31% higher ratings on Glassdoor.
- 34% higher employee performance.
- 16% increase in strategic success.
- 3x better retention of high-performing employees .
- 31% less time spent on people problems.
It is difficult to manipulate the results of the Predictive Index. The test is designed to detect inconsistencies in responses and to provide a genuine portrait of the respondent's behavioral profile.
Refusal to complete the Predictive Index assessment may be interpreted as a lack of interest or willingness to participate in the selection process, although this depends on the policies of each company. It is advisable to clarify any doubts with the employer.
Being a minor is not an impediment to perform the PI test, but it has been developed with samples of adults over 18 years of age, so the results obtained should be interpreted with caution.
In general, it is not recommended to use PI in minors because the insights extracted from the questionnaire could be inconclusive.