Behavioral Assessment tool

Predict job and team success
with certainty.

From candidates to teammates, unlock any employee’s potential
with the PI Behavioral Assessment.

Go beyond the resume. Build teams where behaviors gel, and people excel.

More than 10,000 clients around the globe use our EFPA-certified behavioral assessment to understand what makes their people tick.

Use PI to hire candidates who are hardwired to be a great fit, and to build teams that bring out everyone’s natural superpowers.

ASSESS YOURSELF

Build behavioral awareness.

PI is quick to complete, yet packed with power. Answer two questions about your personality at work, and unlock a language to describe how you communicate and collaborate.

ASSESS YOUR CANDIDATES

Make better hires, faster.

Struggling to find the right fit for an open role? Use PI to assess the behavioral competencies needed to thrive in the role, and zero in on candidates that hit the mark.

ASSESS YOUR PEERS

Improve 1-on-1 relationships.

Struggling to find the right fit for an open role? Use PI to assess the behavioral competencies needed to thrive in the role, and zero in on candidates that hit the mark.

ASSESS YOUR TEAM

Boost team performance.

Missing on team targets? Use PI to compare the work you’re doing with the people doing the work. Learn what drives your team, so you can play to your strengths and cruise to goal.

Frequent employee engagement questions

What is the PI Behavioral Assessment?

The PI Behavioral Assessment is an untimed, free-choice, stimulus-response tool that measures an employee’s natural behavioral drives and needs. It’s also far more than a personality test.

PI is your superpower: It lets you understand complex human behavior in six minutes or less—simply by answering two questions. Use the results to predict how individuals will behave in given situations, so you can make great hires, build winning teams, and more.


How does the PI Behavioral Assessment work?

Those who take the PI Behavioral Assessment are presented with two questions, each pertaining to a single shared list of adjectives. 

The first question asks assessment takers to select adjectives that describe the way in which they’re expected to behave at work. The second question, by contrast, asks them to select the adjectives they’d actually use to describe themselves.

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

Once the survey is completed, assessment takers are assigned one of 17 Reference Profiles—a snapshot of the way they naturally think and work.


What does the PI Behavioral Assessment measure?

The PI Behavioral Assessment measures four key behavioral drives:

Dominance is the drive to exert influence on people or events.

Extraversion is the drive for social interaction with other people.

Patience is the drive to have consistency and stability.

Formality is the drive to conform to rules and structure.

These four drives, or “factors,” provide a powerful framework for understanding employee behavior within the workplace.


What is a behavioral assessment?

A behavioral assessment, true to its name, is a tool that measures a person’s natural behavioral tendencies. 

Behavioral assessments originated during World War I as a means of measuring neurological stress in soldiers. Today, these assessments are used far more broadly to understand what makes people tick.

Within the workplace, a behavioral assessment is a powerful way to improve any organization’s odds of success. It’s proven to help hiring managers predict on-the-job success (especially when paired with an understanding of cognitive ability). 

Beyond hiring, behavioral assessments can help managers build team cohesion, improve one-on-one communication, and create a culture of self-awareness.


How do you conduct a behavioral assessment?

With great data comes great responsibility. It’s incumbent upon hiring managers to select a behavioral assessment that is scientifically validated for hiring. It’s also critical that this assessment is administered fairly, and that it’s considered just one of many data points used to inform a hiring decision.

 

Otherwise, assessment administrators run the risk of hiring bias, as well as adverse impact.

 

Unlike other behavioral assessments on the market, the PI Behavioral Assessment has been certified by third-party reviewers as a valid, fair, and reliable tool to use when hiring.


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