04.29.25
Understanding the Difference: Predictive Index Behavioral Assessment and the Cognitive Assessment
Understanding the Difference Between the Predictive Index Behavioral Assessment and the Cognitive Assessment
When it comes to making smarter hiring decisions and developing high-performing teams, assessments can provide valuable insights. At PI Midlantic, we often get questions from prospects and clients about the two key Predictive Index (PI) assessments we offer: the PI Behavioral Assessment (BA) and the PI Cognitive Assessment (CA). While both play an important role in understanding candidates and employees, they measure very different aspects of a person’s potential for success in a role.
The PI Behavioral Assessment: Measuring Workplace Drives and Motivations
The PI Behavioral Assessment is a science-backed tool designed to uncover what drives and motivates a person in the workplace. It’s a free-choice, untimed assessment that helps predict how someone will naturally behave in a given role.
✅ Key Benefits:
• Simple and quick—takes about 6 minutes to complete.
• Helps align individuals with job roles based on personality fit.
• Provides insights into communication, leadership, and teamwork styles.
• Aids in coaching, engagement, and long-term employee development.
⚠️ Considerations:
• Does not measure skill level or problem-solving ability.
• Should be used alongside other hiring tools for a well-rounded view of a candidate.
The PI Cognitive Assessment: Measuring Learning Agility
The PI Cognitive Assessment is a timed, 12-minute test designed to measure a person’s ability to learn, adapt, and solve problems. Unlike the Behavioral Assessment, which focuses on personality and workplace behavior, this test evaluates cognitive ability—how quickly someone can process and apply new information.
✅ Key Benefits:
• Strong predictor of job performance, especially in complex or fast-changing roles.
• Helps identify candidates who can ramp up quickly in new positions.
• Measures raw cognitive ability (learning speed) rather than acquired knowledge.
⚠️ Considerations:
• Some candidates may find the time pressure challenging.
• Should not be the sole deciding factor in a hiring decision—personality and experience still matter.
Which Assessment Should You Use?
The best approach is often to use both assessments together. While the Behavioral Assessment helps determine if someone’s personality is a good fit for a role and company culture, the Cognitive Assessment ensures they have the problem-solving ability needed to thrive in a given position.
Let’s Hear From You!
If you’ve used PI assessments in your hiring or talent strategy, we’d love to hear your insights!
💡 Have you personally completed the Cognitive Assessment? What surprised you most about your results?
📊 What lessons have you learned in deploying both assessments with your candidates? Have they helped you make better hiring decisions?
🔎 How do you balance cognitive ability with behavioral fit when selecting new hires?
