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What is the Predictive Index (PI) Behavioral Assessment

History of the Predictive Index (PI)

From a modest home office in Boston in 1955, Arnold S. Daniels revolutionized business operations when he sold the first Predictive Index Behavioral Assessment; a tool used to optimize the performance and potential of individuals, teams, and organizations.

Based on a 4-Factor Model of Personality: Dominance, Extroversion, Patience, and Formality, the primary goal of the Predictive Index program is to ensure that the person hired for a job role is also the person who best fits that role.

U.S. Army Air Corps Beginnings

Long before the doors opened on his business, Daniels was aimed toward his destiny when he enlisted in the United States Army Air Corps and became a Navigator/Bombardier. Upon completion of his military service, the Air Corps paired Daniels with a psychologist to find explanations for the failure of certain bombing missions. It was during this research that Daniels first learned about psychological tests and their power to predict behavior and he was hooked.

A Simpler Test

A course at Harvard and later experience working for organizational development and personnel management business consultants further armed Daniels with information to draw a conclusion that would forever change behavioral testing in companies. He realized that a simpler format was required if behavioral tests were going to be adopted by enough companies to have a significant impact on business operations. Determined in his newfound awareness, Daniels set off on his own to build a simpler test.

From Prototype to Predictive Index

Starting in 1952 and for the next three years, Daniels worked on prototypes of the Predictive Index behavioral assessment. He was focused on creating a user-friendly training process for business managers that would accompany the assessment and help produce consistent, clear results.

When he was satisfied with his product, he offered up the behavioral assessment for purchase. His first year of business was a boom, and by the early 1960’s his client list had grown to over 120 with thousands of Predictive Index behavioral patterns available for statistical study.

In 1971, Daniels founded a new company and transferred his assets, creating the predecessor of the company that is now known as The Predictive Index.

 

Why the Predictive Index (PI) Behavioral Assessment?

  • Quick and Easy to Use - The PI behavioral assessment is a practical, quick, and easy-to-use solution for gathering employee insights. The assessment takes approximately 10 minutes to complete, and allows for clients to interpret results on a candidate or employee immediately.
  • Based in Science - The Predictive Index program is work-related, free of bias, valid and reliable. Designed to help employers comply with their obligations under the EEOC’s Uniform Guidelines on Employee Selection Procedures, it can be used for both selection and career development opportunities. We’ve conducted hundreds of statistical studies demonstrating the extent to which the PI behavioral assessment predicts workplace performance. These studies cover dozens of industries, such as healthcare, financial services, hospitality, business services, transportation, manufacturing, and many others.
  • Broadly Applicable - The PI system is used widely across multiple industries, jobs, levels, company sizes, growth trajectories, and business models. The behavioral assessment is available online in 79 different languages and is used all over the world in over 140 countries. A paper-based version of the assessment is also available in Braille.
  • Unlimited Internal Use - The PI program is based on an annual investment basis reflecting the client’s size, making it extremely flexible and scalable. This unique approach provides clients with unlimited internal use of the instrument with candidates and employees, allowing use of the PI methodology throughout the organization.
  • Self-Sufficient - The Predictive Index system is built on a model of self-sufficiency rather than per click or consultant dependency. Managers are trained on the use and application through the PI Practitioner Workshop, the companion knowledge program to the PI behavioral assessment. This program is often referred to by participants as the best management development program of their careers. 

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Without PI I don’t think we could have put together this exceptional team of people.
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We’ll always have turnover because telemarketing is a difficult job,” said Lavertu, “but in less than one year, we have improved employee retention by 35% using PI.
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