That’s why you need a framework and tools for solving people problems, hiring the right people for the right roles, and making sure they thrive. And you need all this to be data-driven so you can actually measure things—and adjust as needed.
We’ve built a suite of validated instruments and tools that help you:
The Predictive Index’s assessments have been validated through rigorous scientific testing and research. They’re tried and true: We’ve assessed more than 25 million people all around the world!
The PI Behavioral Assessment was certified by DNV GL in 2018. This certification assures companies that our instrument meets the strict guidelines set forth by leading psychology experts at the EFPA. The BA is scientifically validated for workplace use—for most any jobs, in most any industry worldwide. In addition to third-party reviews, our science team has done 350+ validity studies that establish statistically-valid correlations between behavior assessment factors and key workplace outcomes such as tenure, turnover, sales, and customer satisfaction.
Did you know that cognitive ability is the No. 1 predictor of on-the-job success? Each position has different cognitive requirements. For example, while an entry-level marketing coordinator won’t need to plan too far into the future, the CMO needs to be thinking and planning for the years ahead—and that requires a higher cognitive ability. The PI Cognitive Assessment asks 50 multiple-choice questions to assess how fast someone learns, figures things out, and can think through complexity. With PI, you can rest assured you’re hiring people who can meet cognitive job demands.
Whether you’re hiring now or mapping out future roles, it’s important to determine—in advance—what behaviors and cognitive ability a person would need to succeed. The PI Job Assessment™ allows you to pinpoint those desired traits so you can evaluate candidates against that target.
Nothing’s more important than getting your senior leadership team totally aligned on your business strategy. But all too often, executives nod their heads yes while thinking no. The PI Strategy Assessment helps you arrive at an agreed-upon business strategy that’s expressed in people terms—so you can build a talent strategy to match.
Uncover insights about what’s driving engagement and disengagement across your company—and on teams. The 50-question PI Employee Experience Survey measures employee engagement data across four categories: job fit, manager fit, team fit, and culture fit. These are the four key factors that determine employee engagement levels.
You should know that the PI Behavioral Assessment, the PI Cognitive Assessment, the PI Strategy Assessment, and the PI Employee Experience Survey are psychometrically rigorously developed tools—and we have the technical documentation to back it up.
What exactly is psychometrics? Whereas psychology seeks to understand the mind, psychometrics is the science of actually measuring mental capacities and processes. It’s about taking psychological science—like theories of personality and cognitive ability—and building tools to measure people’s underlying traits and abilities.
Psychometrics are immensely challenging to get right. Unlike other fields where you can directly measure stuff—like height and weight—psychological structures are invisible and can’t be measured in the “usual” way. Psychometrics relies on building tools that indirectly but accurately measure people’s psychological make-up.
Our psychometricians build, refine, and test tools like the assessments mentioned above to ensure they’re valid. In other words, they measure what they are supposed to measure, and they’re precise and reliable.
To demonstrate validity and reliability, psychometricians gather evidence and conduct analyses using fancy tools like SPSS and R and statistical techniques including Confirmatory Factor Analysis and Item Response Theory.
Our assessments are developed following recognized psychological standards and guidelines, including the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP), and the International Test Commission (ITC). These guidelines provide a framework for test construction and the proper use of assessments.
The Predictive Index provides well-researched, valid, and reliable employee assessments, which can help support clients’ legal compliance with the EEOC and the Uniform Guidelines on Employee Selection Procedures. The Predictive Index offers research services (e.g., criterion validation studies) necessary to fulfill the requirements of the EEOC Uniform Guidelines.
PI treats validation as an ongoing process, and our psychometricians see it as their responsibility to always be adding to PI’s portfolio of validation research. Over PI’s history, PI researchers have conducted hundreds of criterion validity studies for clients, spanning many different industries, regions, and job roles.
Validation begins in development with careful content validation, field testing, form construction, and construct validation. But this work continues even when the instruments are in the field. PI researchers validate new use cases for assessments, monitor the instruments’ performance, and practice continuous improvements to ensure that the assessments continue to yield valuable, interpretable, actionable insights for clients.
An assessment cannot be valid if it’s not reliable and accurate. PI’s psychometricians conduct reliability studies to report different facets of accuracy for the assessments. These include the accuracy of scores (internal consistency), stability over time (test-retest reliability), and reliability of the psychological constructs that are measured.
These studies help to quantify measurement error of the assessment to ensure that they’re reliable enough to support their intended use cases. Reliability studies also help provide guidance to PI clients on how to effectively use the results of PI assessments.
Fairness has emerged as its own domain of psychometric practice, and an assessment’s validity also depends on the instrument being fair and unbiased for its intended populations. Fairness encompasses many facets of the assessment system.
Fairness may refer to lack of score bias, which PI documents in differential item functioning (DIF) studies. It can also refer to the access, administration, interpretation, and impact of the assessment. PI’s psychometricians provide guidance to clients on how to use PI assessments in a way that’s fair to respondents. They also work closely with PI’s product developers and consultants to make fairness a consideration in every part of a client’s PI experience.