Predictive Index (PI) Assessment in the Hiring Process

Overview

India is growing with a very high pace and with emergence of India in leadership role, the responsibilities have also increased. Now the companies are not only looking for technical skills but emphasizing a lot on soft skills. The requirements of HR are now also scrutinizing the behaviour, cultural fit (By background check), communication and their ability to work in stressful environment. It’s like a leader hiring another potential leader because as said technical skills can be learned where people actually get stuck is with soft skills. 

But the challenge here can be like - how can we know about someone’s personality or behaviour? The candidate is a complete stranger and background check also has some constraints. To overcome this challenge, we have Predictive Index (PI) assessment test. 

History of PI Test 

The Predictive Index (PI) test was invented by Arnold S. Daniels in the 1950s. He recognized the need for a systematic and reliable method to assess individuals' workplace behaviours and cognitive abilities. Drawing from psychology, behavioural science, and organizational theory, he devised a framework that could predict how individuals would perform in various job roles based on their inherent motivations and drives. Daniels created the PI test to help organizations make more informed decisions in talent acquisition, team building, and employee development. The PI test has since evolved into a widely-used assessment tool, known for its predictive power in identifying candidates' job performance and fit within organizations. This was about the history. 

In this blog post, we'll know more about PI assessment test, how it's used in the hiring process, and provide tips on how to prepare for it effectively. So, lets get into the details. 

Understanding the Predictive Index (PI) Assessment

The PI assessment is a valuable tool designed to assess both cognitive abilities and workplace behaviour. It is based on the theory that individuals' behaviour in the workplace can be predicted by their underlying motivations and drives. The assessment consists of two main components:

1.Cognitive Assessment: This part evaluates a candidate's cognitive abilities, including problem-solving skills, verbal reasoning, and numerical reasoning. It provides insights into how well an individual can process information and make decisions. 

Now the terms like problem-solving, verbal reasoning and numerical reasoning are so heavy and stressful words as if we have been asked to give any entrance exam but its actually very easy. It covers some very basic math questions, which are pattern based and fun to solve and you can trust me for this as its coming from someone who is not very fond of math. This test last for 12 minutes and have 50 questions to solve. 

Check out the practice link for preparation 

2.Behavioural Assessment: The behavioural assessment measures a candidate's workplace behaviours, preferences, and drives. It helps employers understand how a candidate is likely to interact with others, approach tasks, and handle different situations in the workplace.

Again, these questions are very easy and fun because unlike math questions there are no right or wrong answers here. It’s just you and your thoughts. In-fact it can be a way to analyse your own self, to know little more about yourself. So instead of stressing over it get excited about it and enjoy the questions. Thera are two questions in this segment with the 6 minutes of time limit. 

Check out the practice link for preparation

The Role of PI in the Hiring Process

Employers use the PI assessment at various stages of the hiring process to make more informed decisions about candidates. Here's how it typically fits into the hiring process:

1. Pre-screening: Some employers use the PI assessment as part of the initial screening process to narrow down the pool of applicants. Candidates may be asked to complete the assessment online before moving forward in the hiring process.

2. Interviews: Employers may use the insights gained from the PI assessment to tailor their interview questions and probe deeper into specific areas of interest. For example, if the assessment indicates that a candidate has strong leadership potential, interviewers may ask about past leadership experiences and challenges.           

3. Team Fit: Employers also use the PI assessment to assess how well candidates will fit into existing teams and organizational culture. By understanding candidates' behavioural profiles, employers can build more cohesive and effective teams.

 Tips for Preparing for the PI Assessment

Following the “Practice makes the man perfect” principle, preparing for the PI assessment can help candidates feel more confident and perform better on the test. Here are some tips to consider:

1. Understand the Assessment: Take the time to familiarize yourself with the format and structure of the PI assessment. Understand what each section measures and what types of questions to expect.

2. Reflect on Your Work Style: Think about your own workplace behaviours, preferences, and motivations. Consider how you approach tasks, interact with others, and handle challenges. This self-awareness can help you answer the assessment questions more accurately.

3. Practice Cognitive Skills: If the assessment includes a cognitive component, consider practicing relevant skills such as problem-solving, verbal reasoning, and numerical reasoning. There are many online resources and practice tests available to help you sharpen these skills.

4. Be Authentic: While it's natural to want to present yourself in the best light, remember to be authentic in your responses. The PI assessment is designed to assess your natural behavioural tendencies, so it's important to answer honestly.

Points to Note:

1. Make sure to sit in an isolated room free from distractions
2. Use of Google, calculator or getting any external help is strictly prohibited 
3. Keep pen and paper handy for solving numerical problems 
4. You will be under constant camera surveillance
5. Feel free to answer as many questions as you can since there's no negative marking for wrong answers

Conclusion

The Predictive Index (PI) assessment is a powerful tool that provides valuable insights into candidates' cognitive abilities and workplace behaviour. By incorporating the PI assessment into the hiring process, employers can make more informed decisions about candidates, build stronger teams, and ultimately drive organizational success. With the right preparation and mindset, candidates can approach the PI assessment with confidence and showcase their potential to prospective employers. 

Thank you!