Make Data-Driven People Decisions for Better Results
The Predictive Index’s assessments have been validated through rigorous scientific testing and research. They’re tried and true: We’ve assessed more than 25 million people all around the world.
PI Behavioral Assessment™
PI Cognitive Assessment™
PI Employee Experience Survey™
of a company’s value is derived from its employees
of executives' time is consumed by people-related challenges
of high-performing employees reportedly left their companies last year
Use the Power of Talent Optimization to Design and Lead Successfully
Friction in business comes down to people issues. That’s why, the Predictive Index’s assessments provide a concrete framework and insightful tools proven to solve people problems in the workplace. Feel confident in your hiring decisions with our suite of validated solutions, all driven by data, so that you can truly measure each step and decision, adjust where needed, and achieve the results your organization needs.
PI Midlantic’s suite of validated tools is designed to:
- Align your executive team with your business strategy.
- Design a talent plan that aligns with your goals.
- Create custom cognitive and behavioral job targets for any open positions.
- Understand candidates’ natural behaviors and cognitive abilities.
- Provide managers with insights on how to motivate and direct each member of their team.
- Understand the employee experience and develop a targeted plan on how to improve it through an engagement survey.
Our assessments follow recognized psychological standards and guidelines, including the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP), and the International Test Commission (ITC). Such guidelines provide a framework for the development of tests and the effective use of evaluations.
Our validation process and portfolio of validation research is constantly growing. Hundreds of criterion validity studies have been conducted by PI researchers for clients spanning many different industries, regions and job roles. The process begins with careful content validation, field testing, form construction, and construct validation that continues even when the instruments are in the field.
An assessment cannot be valid unless it is both reliable and accurate. PI’s psychometricians conduct reliability studies which report on various aspects of accuracy including the precision of scores (internal consistency), stability over time (test-retest reliability), and reliability of the psychological constructs measured. Reliability studies help to quantify the error of measurement of the assessment in order to ensure that they will be reliable enough to support their intended use. These studies also help provide guidance to PI clients on how to effectively utilize the results of PI assessments.
An assessment’s validity also depends on the instrument being fair and unbiased. Fairness may refer to lack of score bias, as well as access, administration, interpretation, and impact of the assessment. PI’s psychometricians work closely with PI’s product developers and consultants to ensure that fairness is a consideration in every part of a client’s PI experience