Frequently Asked Questions


How does Predictive Index work?

The Predictive Index is an objective assessment based on certain fundamental assumptions of behavioral psychology. Primarily, that work/social behavior is an expression in activity of a variety of responses to environmental stimuli, recognizable as consistently expressed personality traits.

The Predictive Index adjective checklist is essentially a symbolic environment composed of a variety of stimuli associated with four primary and two resultant personality traits.

Confronted with the stimuli in the Predictive Index Survey Form, the individual will respond to them, either positively or negatively, in a manner consistent with the ways in which he/she responds to the actual environmental stimuli that the words in the checklist symbolize. The first use of words as symbolic stimuli in a projective format was made by Louis L. Thurstone, who reported his work with the technique in an article entitled "The Vectors Of The Mind" in 1934. What Thurstone had discovered was that various people will respond positively to certain descriptive words by checking them, and negatively to others by not checking them.

The words used in the Predictive Index checklist are derived primarily from Thurstone's clusters, and later analyses and refinements of them by Cattell and Fiske. The Predictive Index Program® was developed by Arnold Daniels in 1955.

The measurements made by the Predictive® Index establish for each individual the location or magnitude on the continuums of the six measured drives, which when integrated provide specific description and prediction of the individual's work-related behavior.

How many Languages is the PI checklist available in?

The Predictive Index checklist is available in 69 languages and Braille. Ideally, individuals should complete the checklist in their native language. Individuals have the ability to choose the language they prefer.

What level of the organization is this used for?

The results of the Predictive Index survey are used at every level. From entry level to CEO. The common misconception is that PI is a ‘selection’ tool. Matching an individual’s drives to the demands of the job is an important application, but there is significant value in applying the results beyond selection. The Predictive Index helps companies build the organization with a plan, develop leaders, improve communication and team effectiveness to name a few.

When should a PI assessment be used?

Unlike many pass/fail or Yes/ No tools, the information provided by Predictive Index is used by trained analysts on a daily basis. First, for self-development. An understanding of what drives and motivates us, then learning to adapt our styles to the needs of those around us. The information provides insights into what drives and motivates a person, how to leverage those strengths, and ultimately create an environment where that person can succeed.

How does Predictive Index differ from other assessment tools?

Predictive Index is a behavioral assessment tool which describes work related drives and motivations. Many instruments provide related data.Our differentiator is in our model. Most instruments are report based or pass/fail. Predictive Index is based on knowledge transfer. We train leaders how to apply behavioral information to build their organizations using objective data. Aligning their team’s talents with the organizations goals.

The Predictive Index offers:

  • Scientific Rigor.
  • Methodology. A proven approach that integrates data, knowledge, expertise, and technology,
  • Applicability. All our solutions add value regardless of industry or company size, and our behavior solution can be used in both selection and development.
  • Simplicity. Pricing is based on a simple annual subscription, making it flexible and highly cost-effective. You enjoy unlimited use of the assessment, regardless of the number of candidates or employees, without the complexity of cost-per-click models.
  • Expertise. our consultants are all business executives who bring value added insights beyond the Predictive Index results.

How are job demands determined?

Understanding the job profile is a critical part of the program. This is done several ways. For our larger clients with significant numbers of employees in a role, we often conduct criterion related studies which correlate performance to behavior to a statistically significant number of .05.

For many clients we provide group analytics whereby we benchmark top performers to find a behavioral ‘sweet spot’. This range is used to develop fit/gap interview questions, and to create a climate with the proper rewards.The PRO is a quick survey of job competencies that relates a manager’s view of the job to behavioral drives. This then is used to promote discussion around differ views of the job and to gain consensus.

Does Predictive Index meet EEOC standards?

A common misconception is that the EEOC approves or disapproves assessment tools. They do not. The EEOC does require that if used for selection an instrument must meet EEOC guidelines for compliance. The Predictive Index is validated according to EEOC guidelines.

Who is typically trained in the Executive Workshop?

Training often depends on the client’s implementation plan. The Predictive Index Executive Workshop is a management and leadership program. Companies who achieve the best results train their leaders to better understand and value the company’s greatest asset. PI becomes a common language to utilize objective data in the areas of talent acquisition, talent development, growth strategies and change management.