The template below is designed to help you introduce the PI Employee Experience Survey (XP) to your organization. Copy and paste the language below, and use it as a starting point for your email. Feel free to personalize the language to your liking. We recommend you send this email only after you’ve kicked off the…
The template below is designed to help you introduce the PI Employee Experience Survey (XP) to your management team before inviting employees to take the survey. Copy and paste the language below, and use it as a starting point for your email. Feel free to personalize the language to your liking. Ready to send out…
Whether you’re reviewing an employee who has reported to you for a while or someone who is brand new, just the thought of having the conversation can be overwhelming. You might be asking yourself… How do I start? What if the person disagrees about some of the feedback? What do I do after the review…
Form V of the PI Behavioral Assessment Over the course of its history, the PI Behavioral Assessment (“BA”) has undergone multiple iterations, or “forms,” of revisions. These revisions occurred in 1958, 1963, 1988, 1992 (“Form IV”), and most recently 2017 (“Form V”). These revisions were undertaken both to improve the BA’s psychometric properties (i.e., how…
Job targets enable confidence in job fit – the sense of feeling productive and satisfied in your work because your day-to-day tasks energize you.
Welcome! We’re thrilled to guide you through the self-guided onboarding process and set you up for success with our platform. An onboarding plan will be emailed to the key contact, outlining the necessary steps to successfully integrate PI into your organization. Here’s what you can expect during your journey. Key onboarding tasks By far, the…
Making the right hire is critical to your organization’s success. Increase your odds of placing the right people in the right roles by creating a world-class hiring process for yourself and your candidates. This will save your company time and money and lead to top talent. It’s all about following a step-by-step recipe with the goal of aligning your talent strategy with your business strategy.
Many users choose to implement the BA in a manner that doesn’t disrupt or alter their existing workflow. The beauty of talent optimization is that it’s a flexible discipline.
You can apply the Behavioral Assessment at the point in your hiring process that makes the most sense for everyone involved – whether that’s as the centerpiece, an add-on, or something in between.
Here is what it would look like for your organization to send the BA early vs. later.
Cognitive data serves as one of the strongest indicators of job performance, when used alongside behavioral data. PI’s Cognitive Assessment measures a person’s ability to learn, adapt, and grasp new information. It is not an IQ test, but it can offer a key piece of new data when evaluating candidates.
The Predictive Index Cognitive Assessment is a 12-minute, 50-question assessment measuring an individual’s general cognitive ability, and is one of the strongest indicators of job performance. It gives visibility into how quickly your candidates will onboard, learn the role and adapt to change. This provides you with confidence that you’re making data-driven decisions rather than relying on emotions or guesswork in your hiring process.
You can use the Cognitive Target for roles that require:
Don’t use the Cognitive Assessment for:
We also provide you with fit ratings, which gauge how your candidates’ assessment scores align with the Job Target you’ve established. You can use these to rank and prioritize candidates, to review them further, or to guide interviews, but they are not designed to be used as a sole decision-making measure. Any assessment used should be considered as another data point through which you evaluate your candidate.
Every individual is wired differently. Their behavioral makeup dictates how they approach and respond to situations in the workplace. And the more insight you have into those behaviors, the better equipped you are as a colleague, team, or organization to understand your people – and put them in positions where they will thrive.
Let’s explore how certain workplace behaviors commonly show up in the workplace.
Below, you’ll see the ways people may respond to certain situations, based on their strongest behavioral drives, but also their more moderate ones. Each individual’s combination of behavioral drives makes them uniquely suited for specific roles – and when they find those roles, they can maximize workplace happiness. You can use this information to build your Job Target.
Hiring great talent has become a critical art. Interviews play a pivotal role in finding the right person for the job, and are often your best opportunity for digging deeper, confirming behavioral traits and gaining reassurance about a candidate. Remember, applicants are interviewing you as well. Creating a smooth and delightful interview process benefits everyone involved.
A great interview tailors the experience to assess both the needs of the job and the specialities of the candidate. This requires a clear understanding of the role’s requirements and an ability to gauge the fit of those job characteristics to your candidate.
A structured interview process is intended to create a consistent way to interview and assess candidates. When it comes time to review notes after all of the interviews have been completed, the team will be able to look at how each candidate fared in certain areas, avoiding costly mishires.
Structured interviews are more objective and ensure attention is focused on what’s important to the job. Our Interview Builder helps to streamline this part of the interview process and creates specific questions pertaining to a job’s requirements. It also helps save time in the event that you have multiple interviewers.
Job targets are a key resource in Hire. Learn how to build them with confidence.
Explore one of our free courses that will help you understand and hire the best candidates for every role every time.
Candidates are fielding multiple interviews at a time, hoping to parlay the competition into a best-possible offer. Your interview process needs to stand out. You need to be efficient and impressive. This certification will help you improve on a few of the critical skills needed to make good hires.
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It can be challenging to embed new tools into existing processes. But when it’s a tool like PI Inspire—one that helps you onboard employees, reduce turnover, improve relationships, and empower leaders at every level—there’s really no time to lose. If you don’t give your managers and their people the tools to be successful, you risk losing them altogether.
Have you ever encountered any of the following scenarios?
When you invite co-workers to Inspire, it’ll help them understand their strengths, caution areas, and preferred work styles.
Building awareness of how everyone is wired will mean less time spent managing conflict and more time spent driving the business forward. By understanding where you’re similar to and where you differ from your peers, you can foster an environment where employees tap into their strengths and embrace areas of opportunity. Use Inspire’s behavioral insights to have honest conversations with people to help them be successful at your organization—now and in the future.
Excited about Inspire, but not sure where to start? We’ve got you covered. Below are three steps to help you introduce Inspire to your organization. Be sure to bookmark this page so you can return to it as you progress through each.
If you could wave a magic wand, what’s the number one business issue or people problem you’d like to address?
Most of our clients who use Inspire are trying to decrease turnover and increase leadership capabilities across the organization. The data and insights you’ll see can help foster an environment where employees understand themselves and each other, which allows for honest conversations based on what people need in order to be successful in their roles and at your organization.
One thing to consider are any upcoming strategic initiatives Inspire can help with.
Inspire can play a vital role in any performance conversations and strategic planning. Coach employees in a way that fits their natural behaviors. By understanding the person and the role they’re in or the role they’d like to be in, you can address any gaps between behavioral drives and behaviors required for success in the role. Knowing this can help you set employees up for success in their careers and develop leaders at your organization.
Once you’ve identified a problem, we can begin to prescribe a solution.
With your plan of action set, it’s time to share it with your organization. If you haven’t already looped in other key stakeholders (a CHRO, Director of L&D, your IT department, etc.), now’s the time to do so, and get sign-off.
Schedule a meeting with your employees (or dedicate time during your next company meeting) to introduce everyone to The Predictive index [presentation | video]. Use this time to explain what PI Inspire is, how the PI Behavioral Assessment works, and what the assessment-taking process looks like.
Consider your audience. If you’re presenting at an all-company meeting, you likely have a mix of executives, middle managers, team leads, and individual contributors all in the same room. Tailor your messaging based on the crowd, and articulate both the why behind Inspire and how Inspire makes their work lives a little easier.
Then comes the most important part: questions. Leave ample time during the meeting and provide a place afterwards for employees to ask questions.
One of the keys to success in Inspire is empowering your managers to use the data and insights with their teams. After all, they’re the ones that are going to lead the conversations when there are employees who want to talk about career growth, working with new colleagues, and handling conflict.
Be sure to review and align on expectations with anyone with direct reports. They’ll need to understand how PI will be used at your organization and how they’ll be expected to lead the conversations that come up in team meetings and one-on-ones with their direct reports.
There are several ways to get your managers excited and aligned. We recommend our Leadership and Management Certification or, for those who learn better through guided facilitation, our Inspire People to Perform workshop for managers.
All that’s left for your implementation is to send the assessment to your employees.
If you’re only inviting a few people to start, you can send individual invites. If you’re an admin in the software, you’ll probably want to use our bulk invite feature, which enables you to send the assessment to multiple people at once.
After you have employees using Inspire, you’ll want to schedule meetings to discuss their results. You can do so as a group or you can talk individually via one-on-one sessions. As with so much of Inspire, you have the freedom to use the software how you see fit.
The data and insights in Inspire are designed with progress in mind. The more time you invest and the more you share these insights internally, the more knowledge—and value—you gain.
Here are just a few examples of how to use Inspire in the coming weeks and months:
Business is ever-changing. Conflicts and changes in performances are inevitable. Inspire gives you the tools to address those problems in a timely, thoughtful, and compassionate way. Introduce the software to your people, and never look back.
Help managers coach their teams to greatness.
Learn how to unlock strategies to motivate and manage your employees based on their individual working styles. Strengthen your own capabilities and identify where you’ll need to adapt to create a thriving team. Build a team that drives results.
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PI Design lets you see and improve any team’s chance of success. Compare the work you’re doing with the people doing the work. Discover what motivates your team so you can play to your strengths, close any gaps, and crush your goals. You can turn any team into a dream team.
Team Types provide an intuitive way to understand your team’s collective behavioral makeup. Learn about each of the nine Team Types, and the science behind them.
Strategy Types allow you to understand the work your team is looking to accomplish. Learn about the 10 Strategy Types, and how to align your people with your purpose.
Any team has the potential to be a dream team. Learn how PI Design’s Team Activity Score can help you make constant progress to build team cohesion.
Every leader has natural strengths that lend them to a particular leadership style. Learn how to use PI Design to leverage your leadership style to drive results.
Relationship dynamics are pivotal to team effectiveness. Learn how PI Design helps you spot behavioral differences and turn team conflict into collaboration.
Looking for inspiration on how to leverage PI Design? This video series provides tips to tackle any team scenario with confidence:
Want to learn how to build high-performing teams from scratch? Explore our courses—including a free certification—and unlock strategies to build collaborative teams that deliver consistent results.
Team Performance Certification (includes all courses listed below)
Complete in 45 minutes Start CourseHow to increase team cohesion Complete in 10 minutes Start CourseHow to manage team conflict Complete in 10 minutes Start CourseManaging team dynamics in a downturn Complete in 5 minutes Start CourseDeveloping trust in teams Complete in 15 minutes Team Action Planning Complete in 5 minutesWas this page helpful? Spot a typo or inaccuracy? Let us know.
PI Diagnose provides science-backed surveys and prescriptive recommendations that help you understand your employees needs, and make meaningful, lasting improvements at your organization.
We’ve created to sample emails you can use to introduce the survey to your management team and to your employees as a whole. We recommend starting with your management team.
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The Predictive Index was founded almost 70 years ago with an ambitious mission: Better Work, Better World.
Our passion, inherited from our founder Arnold Daniels, is to understand people and teams—specifically what drives behaviors at work. Like you, we strive to understand that behavior and ignite enthusiasm in your people.
Our software hones the wisdom, guidance, and data that help inspire employees to be the most productive, engaged, and self-aware professionals they can be.
In 1942, Arnold Daniels volunteered for the U.S. Army Air Corps. Shipped off to England, the flight navigator and his team soon logged more than 30 missions—all without a single combat casualty.
That’s an extraordinary track record.
When commanders noted the team’s stellar performance, they sent a psychologist to work with Daniels to study what made the team so successful.
This was Daniels’ first introduction to psychometric testing—and what would become a lifelong passion: solving business problems by better understanding individuals.
In 1955, he released the first iteration of the PI Behavioral Assessment™. Since then, the Behavioral Assessment has been republished and validated multiple times to keep abreast with changes in modern psychometric practices and workforce applications.
We know that our chances of achieving our vision, Better Work, Better World, are only possible with our ability and drive to succeed. We take great pride in our culture, and at the heart of our culture are our core values.
Change@Work is a program any organization can use to help forge their own change. It’s built around three core tenets: inclusion, transparency, and employee-led action.
10,000+ companies trust The Predictive Index and are happy to share their experiences with PI and how they’re a part of our mission: better work, better world.
PI is a place where people with diverse backgrounds, experiences, and perspectives collaborate on amazing, important work. If you’re looking to dig in and succeed, there’s a place for you here.
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Our assessments have been validated through rigorous scientific testing and research over decades. They’re tried and true: We’ve assessed more than 25 million people around the world and major companies worldwide trust us to help:
Over PI’s history, our researchers have conducted hundreds of criterion validity studies for clients, spanning many different industries, regions, and job roles. Our psychometricians routinely refine and test our tools to ensure they’re valid and reliable for everyday use in the workplace.
It all begins in development with careful content validation, field testing, form construction, and construct validation. Our 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.
Our psychometricians also conduct reliability studies to report 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 scores will support their intended use cases. Reliability studies also help provide guidance to our clients on how to effectively use the results of PI assessments.
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.
Employee behavior is a reflection of the unique ways you and your coworkers contribute to the team and organization. By understanding how these behaviors manifest day to day, you can take steps to accommodate your people’s needs, and improve your team as a whole.
The PI Behavioral Assessment, often referred to as “the BA,” measures four behavioral drives that provide a simple framework for understanding workplace behavioral styles. The drives collectively generate a pattern and a Reference Profile that show the extremes of each drive.
The PI Cognitive Assessment measures general cognitive ability through three different categories of questions including numerical, verbal, and abstract reasoning.
The PI Cognitive Assessment was built and validated exclusively for use in the workplace and it provides insight into a person’s capacity to learn, adapt, and grasp new concepts. It does not measure IQ or previously acquired knowledge (e.g., job-specific knowledge), behaviors, or willingness to make an effort to learn new things. Rather, it indicates how fast an individual can be expected to acquire new knowledge.
The assessment consists of 50 multiple-choice questions from a larger question pool from three categories including verbal, numerical, and abstract reasoning. The questions are selected by the assessment’s linear-on-the-fly test (LOFT) engine to ensure equivalent content and difficulty for each administration, while also ensuring that a participant won’t be presented with the exact same assessment twice.
Candidates are tasked with completing as many as they can in 12 minutes. The resulting score, which is the total number of correct answers, indicates their ability to process complex information and their capacity to deal with the cognitive demands of a given position.
More than personality tests, they measure verbal reasoning, cognitive skills, and critical thinking. Armed with this data, along with more quantitative criteria, your business can improve its hiring process and make decisions that are based on objective criteria.
Our assessments provide objective cognitive and behavioral information that are true indicators of a candidate’s job performance, and therefore arm you with additional data points to help you make better informed hiring decisions.
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Welcome to the Predictive Index (PI) community! You’re about to embark on a powerful journey. The decision to learn more about your employees and their needs and your belief that your people are your most valuable asset is what brought your organization to PI. We’re committed to helping you improve the working lives of your people through talent optimization — the practice of aligning people strategy with business strategy to achieve results.
We’re excited. You’re excited. Now it’s time to get your organization excited!
When you’re preparing to communicate about PI to employees at your organization, ask:
It’s often easier to roll out a new program if you incorporate it into existing processes. When evaluating this, consider:
Now that you’ve taken stock of your ideal rollout plan, it’s time to help your employees feel comfortable with PI.
How you introduce PI to your current employees makes a huge difference. The more people in your organization who understand how PI works, its benefits, and how it will be used, the more comfortable they will be and the more they will participate. You’ll see the most value when everyone is speaking the same language. Getting people to realize that behavior and needs are at the center of what we do and that we should all be aware of each other’s needs is critical.
Successful adoption starts with communication to make sure everyone is aligned on and aware of expectations. We’ve found that hosting a Lunch & Learn to discuss PI with your organization can also help set the foundation and expectations for employees at all levels of your organization. You can use this presentation and/or show this video to educate them about the basics.
Successful adoption starts by assessing your employees. When employees understand themselves and their peers, they develop more productive working relationships and find the value of PI. Getting and sharing the data and insights helps everyone.
“Our people are our most valuable asset and we’re committed to providing a dynamic environment where everyone can be their best. As you heard at the [MEETING, DATE] or saw in the company email, the Predictive Index® Behavioral Assessment will help us be more aware of what drives and motivates ourselves and each other.
We’re eager to start using PI, so please complete the assessment by [DATE].
If you have any questions or would like to find out more about this exciting new initiative, please reach out to [INTERNAL CONTACT].”
Not quite ready to assess the entire organization? Take smaller steps to get started:
People may have some anxiety over taking an “assessment.” They may think of it as a “test” or something they can fail. We want to make sure everyone knows there is no good or bad result to the BA. It’s a tool to help everyone understand what you need to succeed.
If an employee has questions about how the results will be used, let them know first and foremost that you plan on sharing the results with them directly. This will most likely take some of the fear out of taking the assessment.
The last thing you ever want to do is force someone to take an assessment. If you meet resistance and an employee doesn’t want to take the assessment, let it go for a little bit. The best thing you can do is educate them on the “whys” and let them see it in action first. Typically, once someone sees how beneficial this information is to an organization, they too will want in on the action. But let them get there on their own.
Employees may be unsure of how their results will be interpreted or used and may be nervous or uninterested in participation. Here are some questions you might encounter.
Now that your current employees understand what PI is and how your organization plans to use it, it’s time to dive into each product you plan to use. It’s also important to make sure you understand how you’ll introduce PI to candidates (Hire) and new employees during onboarding (Inspire). The sooner they see it in the process, the sooner you’ll see results.
Each one incorporates self-awareness and awareness of others. Once we know what we need and what others need, we can make sure people are in the right roles, being managed in the way they need, solving conflict, improving team performance and the overall organizational culture.
That’s what we call talent optimization — the practice of aligning people strategy with business strategy to achieve results.
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The Predictive Index was founded over 70 years ago with an ambitious mission: Better Work, Better World. Our passion, inherited from our founder Arnold Daniels, is to understand people and teams—specifically what drives behaviors at work. Like you, we strive to understand that behavior and ignite enthusiasm in your people.
Our software hones the wisdom, guidance, and data that help inspire employees to be the most productive, engaged, and self-aware professionals they can be.
The primary result of the PI Behavioral Assessment™️, and the engine behind many of the insights you see about a person, is a pattern. The pattern is made up of Factors, which shed light on the amount and intensity key behavioral drives to help predict and understand workplace behavior.
A Snapshot is created for anyone who completes the Behavioral Assessment™️ and can be found by clicking View more > from the Person page.
The snapshot provides a summary of the person’s results, including their Reference Profile, pattern, preferred work style, strengths, caution areas, and Factor Combinations.
The data and insights you see in our product primarily use what we call the Self Awareness pattern. That’s because it’s the most important! It describes your true self — your most natural workplace behaviors — the person that you described when you were taking the Behavioral Assessment and selected the words “that you yourself believe really describe you.”
But, there are times when you’ll see and use the information that includes an additional pattern, Self-Concept, which is created from the words you selected to describe “the way you are expected to act by others.”
Both the Self and Self-Concept patterns are a result of the same Behavioral Assessment.
In an ideal world, your internal drives and external demands would be perfectly aligned. But workplaces are rarely that simple, and people often feel expected to work in ways that run counter to their natural strengths.
Self-Concept shows how a person perceives the external demands of their work environment.
Seeing differences in Self and Self-Concept can give you insight into how someone is trying to balance their expected behavior versus what comes most natural to them. If the patterns are close, they may not need to spend a lot of energy meeting the expectations of the role. Where they differ can indicate where a person may be adapting to meet expectations.
Knowing this can potentially help facilitate conversations around important areas that align with Inspire, such as inclusion, development, and “stretching” one’s factors in productive/positive ways.
Let’s take a look at the example below.
For the most part in the example above, the Self and Self-Concept are aligned. However, this person’s amount of Formality (D) differs from what they think is expected to succeed in the role or what they are currently experiencing. They prefer to be more precise and their Self-Concept shows they feel they need to be more flexible. This may or may not be impacting their performance or their happiness in the role.
Seeing the differences is not enough to make assumptions or jump to any conclusions. The next step is always having a conversation with the employee. The data facilitates conversations around self-awareness, growth, stretching behaviors, or enhancing/improving an individual’s understanding of their role, their team, and what is expected of them at work.
Check the date!
It’s important to note when an employee’s most recent Self-Concept has been assessed, as it may change over time.
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