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Predictive Index Behavioral Assessment

Score9.5 out of 10

77 Reviews and Ratings

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What is Predictive Index Behavioral Assessment?

The PI Behavioral Assessment™ is a simple yet effective assessment that is broken down into four primary behavioral factors, or core drives. These core drives and their relation to each other create a behavioral pattern that provides a framework for understanding the workplace behaviors of candidates and employees. According to the vendor, the results allow users to better predict workplace behaviors and motivating needs.

The PI Behavioral Assessment™ is a scientifically validated, free-choice, stimulus response assessment that was created through a normative sample of thousands of people. It has been investigated in nearly 500 criterion-related validity studies across almost all jobs and countries, built to the standards of the American Psychological Association (APA), Society for Industrial and Organizational Psychologists (SIOP), and the International Test Commission (ITC).

Categories & Use Cases

Media

Control and analyze assessments within your organization.

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Key Features

Learn about the best (and worst!) features Predictive Index Behavioral Assessment has to offer, as determined by TrustRadius' reviewers.
Based on 77 ratings of Predictive Index Behavioral Assessment's features
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Top Performing Features

  • Data analysis

    Reports and dashboards presenting data with drill-down capabilities

    Category average: 8.5

  • Pre-built content

    Pre-built HR metrics and analytics available in product, including reports and reporting dashboards.

    Category average: 8.3

  • Self-service insights

    Ability of non-analyst users to glean insights

    Category average: 8

Areas for Improvement

  • Data management

    Built-in data management capabilities

    Category average: 8.2

  • Report designer

    Report designer allowing analysts to design their own reports and dashboards

    Category average: 8

  • Data integration

    Integration with a wide range of HRMS, ATS and other systems to provide comprehensive data for insight and decision making

    Category average: 8

Reviews

What users are saying about Predictive Index Behavioral Assessment.
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Predictive Index Behavioral Assessment is helping make hiring decision easier!

Incentivized
Verified User
Manager in Human Resources (51-200 employees employees)

Use Cases and Deployment Scope

We use the Predictive Index Behavioral Assessment within our Hiring Process as a tool to learn more about the person we are hiring. Resumes can tell us about the experience and tools people bring to the table but PI assessments allow us to see what drives each person. We can gain insight into wether the person is in the right job role.

Pros

  • It doesn't lead people in a certain direction or force them to think they have to answer a certain way.
  • It does a good job presenting information as possible characteristics and not definitive statements

Cons

  • The ability to just down load an interview guide as opposed to having to download an entire behavioral report
  • Seeing how a potential candidate will match up with their potential supervisor.

Return on Investment

  • We are a smaller company and in the year we have used PI, we have sent out assessments to 21 candidates and have hired 9 of those candidates. All 9 of them have stayed on staff past 90 days.
  • The one employee we hired that we didn't send a PI assessment to is no longer on staff and was not a good fit for the role.

Usability

A strong talent optimization tool for your organization

Incentivized
Verified User
Contributor in Human Resources (501-1000 employees employees)

Use Cases and Deployment Scope

We utilize the Predictive Index Behavioral Assessment for talent optimization and development in our organization. We provide trainings on it to teams across the org. It is addressing challenges of poor communication, inefficiency, and other ineffective team dynamics. By introducing the behavioral profiles we are bringing self-awareness to our employees and providing areas for coaching and mentorship as they grow.

Pros

  • provide insights into team dynamics, strengths, and caution areas
  • point out individual areas of strengths and blind spots to increase self-awareness
  • accurately place our employees into one of 17 reference profiles for better understanding of themselves

Cons

  • would like the option to retake the self-concept assessment as an individual changes jobs to see how they are stretching to each role
  • more language options

Return on Investment

  • utilizing Predictive Index Behavioral Assessment in the recruitment process for 80% of all roles, and 100% of management level roles
  • Predictive Index Behavioral Assessment training has been given to 70% of company so far, increasing overall team effectiveness and self-awareness

Usability

Other Software Used

JazzHR, LinkedIn Recruiter

Great Product that Will Help You and Your Candidate Determine Their Skills

Incentivized
Jennifer DominguezView profile
Human Resources Specialist in Human Resources at Franciscan Health (10,001+ employees employees)

Use Cases and Deployment Scope

[Both our] recruitment and orientation team use the Predictive Index Behavioral Assessment in order to determine what assets our possible new hires will bring to our organization and how we can help develop other skills [the team] would like to see. We also use [the recruit's] results as part of our orientation so they can think about what [to] work on and improve.

Pros

  • Helps candidates think about their skills
  • User friendly
  • Candidates might think about other skills they would like to develop

Cons

  • Explain the questions differently.
  • Some times new hires have a hard time understanding the question
  • Adding more than two questions
  • Add scenarios and how they relate to their skills depending on their position

Return on Investment

  • More people are excited to learn other skills
  • People want to see their results
  • Some people get nervous or overwhelmed by all of the adjectives so they might pick more than what their skills actually are

Alternatives Considered

Restaurant365

Other Software Used

SkillSurvey Credential OnDemand

Usability

Predictive Index shows you what a resume cannot

Incentivized
Lacey DavidsonView profile
Office Manager in Human Resources at JumBurrito (51-200 employees employees)

Pros

  • In-person training classes are amazing. There are all types and can be at their location or will come to our town.
  • Training classes online and webinars are very helpful learning new products on the website.
  • The website is easy to use and well organized.
  • The end product is very accurate. People are really surprised that the simple test shows them so much about themselves.

Cons

  • The price can be a little high for a smaller business but they might have different tiers. Not sure.
  • The website is always helpful, but I have seen 3 design changes in it since I start using it 5 years ago. Hard to find things at first.
  • They seem to add more features each year. Which is normally ok, but I don't use them all and it can get cluttered.

Return on Investment

  • Less management turnover know how to talk to people.
  • Less turnover knowing more information about a person to assign them a better position.
  • They have other features like onboarding that can be access.

Other Software Used

Xero, Oracle Hospitality (formerly MICROS), Peachworks, from Beyond

Usability

Predictive Index Behavioral Assessment Survey

Incentivized
Maria MartiView profile
HR/Payroll Administrator in Human Resources at Onsite Safety (51-200 employees employees)

Pros

  • It gauges whether or not the candidate is a good fit for the position we're hiring for.
  • Informs the managers to figure out the way each candidate should be managed.
  • Although it's not written in stone, it does real good in getting to the know the way the candidate learns.

Cons

  • I don't believe it needs anything else
  • It is already integrating the results for each candidate in our applicant tracking system.
  • I believe it should automatically send a copy to the applicant.

Return on Investment

  • It has made a positive impact in that recruiters can asses the way or methods our new applicants learn or would like to be managed.
  • It shouldn't be an excuse for not hiring a well-qualified applicant.
  • It's a handy tool for hiring managers.

Other Software Used

Sterling Talent Solutions