THE SCIENCE

The Science

A normative sample of thousands of people and millions of assessments taken over 60+ years have proven that business challenges, large and small, are no match for the scientific rigor and predictability offered by our workforce assessments. More than 350 validity studies have been performed across all jobs and countries.

Our Integrated Approach

Science

  • Behavioral Assessment
  • Cognitive Assessment
  • Job Fit Assessment
  • Validity Studies (>350 studies)
  • Marketing Knowledge
  • Marketing Skills
  • Sales Skills

Technology

SaaS — Software as a Service platform

Data to Visualization Reporting

Dashboard Analytics Tools

Knowledge Transfer

  • Managing People to Perform
  • Becoming a Practitioner
  • Attracting and Selecting Performance
  • Change Management and Communications
  • ISBM Marketing Courses
  • Customer-Focused Selling (Action Learning Program)


What is The Predictive Index®?

People are complex. The Predictive Index® (PI) business performance system decodes the complexities and identifies what drives workplace behaviors to ensure alignment, reach team’s potential and achieve business objectives faster than ever thought possible.

Learn more about Predictive Index

The Disconnect

Hire for the Briefcase and Fire for the Head

The Predictive Index Suite of Tools

1. The Predictive Index Behavioral Assessment™ is the most effective, simple, and easy to use science-based behavioral tool that provides an accurate depiction of a person’s core drives, and therefore insight into their natural needs and behaviors.

2. The Predictive Index Job Assessment™ captures the behavioral requirements of a specific role while considering company culture and team dynamics.

3. The Predictive Index Cognitive Assessment™ measures an individual’s capacity to learn, adapt, and grasp new concepts in the workplace.

PI Behavioral Assessment

The Predictive Index Behavioral Assessment objectifies workplace behaviors so you can predict the drives and motivations of others, be a better manager, and communicate more effectively.

It is a highly effective, yet simple, scientifically-validated assessment that measures four core behavioral drives. Where these drives fall creates a behavioral pattern that provides a simple framework for understanding the workplace behaviors of your people. Assessments are available in over 70 languages for use around the world.

Job Role Profiling

Identify the aspects of candidates that you cannot change with skill development or education.

By utilizing the science behind the PI Behavioral Assessment and the Job Role Profiling Assessment, hiring managers are better equipped to:

  1. Evaluate the potential similarities or dissimilarities between the behavioral requirements of the job and the behavioral needs of the candidate.
  2. Analyze data about a candidate’s fit for a particular job and where potential challenges may exist.
  3. Develop targeted behaviorally-based interview questions during the selection process.

PI Cognitive Assessment

  • The Predictive Index Cognitive Assessment (CA) predicts the natural learning ability & agility of each individual. Our workforce analytics system is one of the best predictors of training success and job performance across all job levels and industries.
  • The PI Cognitive Assessment is a scientifically validated measure of general mental ability (also known as “g”). It was built following strict standards of test construction set by professional organizations such as the American Psychological Association (APA), Society for Industrial and Organizational Psychology (SIOP), and the International Test Commission (ITC).

Four (4) factors to consider when utilizing a behavioral assessment:

1. Process

starts with the creation of job profile with multiple stakeholder inputs

2. Validity

It measures what it purports to measure

3. Reliability 

It is reliable from a test & re-test standpoint

4. Fairness 

It is EEOC compliant and avoids bias stemming from race, gender or age

24,772,000 assessments completed

Business leaders around the world tap into the power of The Predictive Index daily to discover the behaviors that drive workplace performance.

With more than sixty years of science under the belt, an assessment provider may be happy to rest on their laurels and bask in their past accomplishments. But at The Predictive Index ®, they put their dedicated I-O psychologist, psychometrician and statistics guru to work to ensure clients benefit from the latest research.

Here is a peek behind the curtain at how The Predictive Index® assessments are built and updated:

Field Testing and Form Development

Adjectives for their form were field tested with results from more than 136,000 people and went through content review, psychometric review, and fairness review. The assessment was then given to a global norm group of more than 10,000 people. Norm tables and scoring models were updated and verified before finalizing the form and sending it through a multilevel translation process and regional review.

Confirming Construct Validity  

The field test data was used to conduct a content validity analysis, reliability studies, differential item functioning analyses, a check of factor unidimensionality using exploratory factor analysis, and a check of the entire factor model with a confirmatory factor analysis, which also demonstrated improved validity loadings over the previous version of the assessment. A convergent validity analysis was also conducted to show that scores correlated as expected with the previous version of the assessment, as well as with a variety of other personality scales.

Verifying Criterion Validity

The Predictive Index® has hundreds of individual criterion validity studies, as well as some meta-analytic criterion validity studies. More than 1,200 respondents in 26 job roles from 14 companies participated in the recent criterion validity study. Job roles were grouped based on similarities (e.g., management roles), and meta-analyses were run to estimate corrected correlations between factor scores and managers’ ratings of employees’ job performance, compliance, initiative, and cooperation.