Predictive Index Behavioral Assessment Reviews

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Score 9.8 out of 100

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Reviews (1-25 of 59)

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February 20, 2021
Lacey Davidson | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
We use PI when hiring for all positions. Administrative all the way down to cashiers. We look for specific patterns when hiring a cashier, like high Bs. For our line preps, we want low Cs for quick production.
  • 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.
  • 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.
I would definitely recommend PI to anyone. But also, taking the classes. You can learn not just how to read an individual's personality, but also how they will interact with other people.
I have a dedicated team at RH Sweeney Associates. I can email or call them anytime I have questions.
Read Lacey Davidson's full review
March 09, 2021
Anonymous | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
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Predictive Index [Behavioral Assessment] is used in a variety of ways at my organization. We use it to create job targets and then help to match the right candidates to those targets using workplace behaviors as indicators. The tool also helps us ask the right questions of the candidates to ensure their success in the role.
[Predictive Index Behavioral Assessment] is also used as a method to facilitate and improve communication and collaboration across teams comprised of people who are wired differently. HR supported and coached managers on how to manage based on their profile and how to manage others who were different.

My organization enjoyed having their profiles publicly displayed so employees would know how to spark up a conversation with a colleague. Employees needing support, would seek guidance from the certified analysts in multiple scenarios.

  • Create job targets using behaviors which would enable someone to be successful.
  • Helps recruit the right fit by asking the right questions.
  • Helps increase communication across an organization within teams and across departments.
  • Helps provide managers with support on how to best communicate and help develop their direct reports.
  • The online portal and tools have improved over time, still room for easier navigation.
It's difficult to gauge workplace behaviors based on an interview. Through [Predictive Index Behavioral Assessment], it gives us a better idea of how candidates would react in certain situations, then we can pinpoint specific questions to further explore that.
Ex: For a particular role, we need someone comfortable with risk and understanding the big picture. The system will suggest behavioral based questions we could use to determine whether or not this candidate can meet those expectations of the job.

[Predictive Index Behavioral Assessment] should never be used as the deciding factor in hiring. It is simply a data point and tool to help learn
I have worked with one particular [Predictive Index Behavioral Assessment] consultant during my time at 3 different organizations. She has been stellar. Her support, training, and overall communication and guidance is amazing.
Read this authenticated review
February 27, 2020
Maria Marti | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
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The Predictive Index Behavioral Assessment is used as a tool for determining if candidates are a good cultural fit for our company, to find out what method of learning and supervising works for each individual candidate.
  • 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.
  • 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.
Predictive Index Behavioral Assessment is well suited to use when assessing whether or not an applicant is a cultural fit for your organization. It shouldn't be used to decide if a company should hire a candidate or not.
Read Maria Marti's full review
March 12, 2020
Maria MARTI | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
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The Predictive Index Behavioral Assessment is being used as a recruiting tool. As a recruiter, I like the fact that it can be used to gauge how each applicant fits into our work culture. It gives me an idea as to how they learn, and yes, even a little glimpse into their personality. Only management and the HR department use this program.
  • Gives insights about how each applicant learns
  • Advises or gives ideas as to how to train then in ways that relate to how they learn
  • It gives the company an idea (not written in stone) if the applicant would be a great fit for our work culture.
  • It's a learning tool for our managers and administrators.
  • I don't think it needs any improvement other than its customer service.
  • Maybe switch questions around so that they are not so cookie cutter questions.
I believe that Predictive Index Behavioral Assessment is well suited during the application process. It allows the recruiter, managers, and admin to get a glimpse at each individual assessment and how they rate. It gives an explanation as to the candidate's characteristics such as venturer, altruist, operator, guardian, scholar, maverick, etc. It allows us to set each position with a job target.
Read Maria MARTI's full review
October 22, 2018
Wendy Walker, SPHR | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
We purchased the Predictive Index primarily to assist us in recruiting a sales team. I have found the product to be very insightful. As a new member of management at CVR it has given me invaluable insight to my colleagues, and assisted me immediately in giving effective coaching feedback. I have been able to analyze team behaviors and group dynamics using the insprire module. I was floored by how accurate the Predictive Index is in assessing behaviors of myself and my colleagues. Everyone who has taken it within our company is equally impressed. I am excited to use it to assess and hire the best candidates for sales.
  • Assesses behavior
  • Provides tips for navigating relationships
  • The interview questions it provides are spot on. The guide is perfect for both the new and experienced managers.
  • It takes time to fully understand the relationships of the factors. You need to attend the training to fully understand the effectively utilize the product.
  • The Catalyst function is still growing. Having more on demand training will be the most effective way for me to fully utilize the system.
  • I need training targeted for hiring managers, not just PI Masters.
Hiring, particularly for executive and sales positions.
Relationship management and choosing participants for cross functional teams.
Read Wendy Walker, SPHR's full review
January 08, 2019
Dana Middleton, MSOM | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Review Source
We use The PI across our organization in everything from interviews to career planning. Understanding our associates and how we can effectively communicate to support our culture and remain open to innovation is very important to Benco. It all starts with our associates! PI helps to bridge departments and match individuals making sure we are creating successful partnerships. The tools are great for finding the starting point in crucial conversations and when addressing sensitive situations that may arise between co-workers. Finding common grounds and paths consistent with both, or more, parties can help direct a conversation in the right direction.
  • Aiding in formulating interview questions in line with the specific role requirements.
  • Providing a snapshot of easy to read breakdown of motivators, needs, and perceptions for an individual. This is a great summary to have of yourself and your team!
The PI works well for identifying individuals for specific roles. For example, if you were looking for a candidate for a sales position the PI helps you find someone more outgoing. This is also good for roles where you have a higher volume of hires, such as for a contact center. The PI helps you identify what works in your company.
Read Dana Middleton, MSOM's full review
May 18, 2018
Danielle Dominick | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
PI Behavioral Assessment is utilized once we identify an applicant that we'd like to move forward with. It's used as one of our first steps to see if the applicant would be a good fit for our culture, as well as for the position/department they are applying for. Everyone gets their PI placard on their first day with an overview of how to read their results. We also offer a learning and development workshop a few times a year to really dive into what results mean.
  • Clear explanation of results and what they mean
  • Visual representation of results
  • Easy to use program
  • Not sure that it's technically a PI Behavioral Assessment issue, but my company has recently integrated PI with our ATS Clear Company. It doesn't always integrate, but that may be on their end.
It's scary to start a new company, but once you have a better idea of how to interact with other, it takes some of that uneasiness away.
Read Danielle Dominick's full review
September 07, 2018
Wendy Knox | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
Review Source
Currently we are using PI Behavioral Assessment for screening new hires. The Assessment gives us a good starting point for reviewing candidates as well as questions to ask during the interview process. We will be introducing it to our current team in October. We hope that the Assessment will enable us to improve communications within and between departments.
  • The Assessment is easy to administer and easy to complete.
  • It gives ideas for questions to ask candidates during an interview.
  • I also like the descriptions of the individual Profiles.
  • I love the new Management Tools that have been added.
  • The People Management Survey was wonderful.
  • Some of the Reference Profiles seem very similar. Maybe consolidating could help.
  • It seems very well suited to help with the screening/hiring process.
  • The Interview Questions are an excellent conversation starter.
  • When done and shared organization-wide, it should help with communication.
  • I fear pigeon-holing people based on their profiles. People can change and grow.
Read Wendy Knox's full review
September 07, 2018
Tracey Draper, SPHR | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
Our company has used the Predictive Index primarily as part of the selection process for over 20 years. However, when I joined I realized it was an underutilized tool. We didn't share it employees once they came on board and managers really weren't using it either to work with their employees. I have since expanded the use with teams to help team members learn more about one another and their styles and to improve team effectiveness.
  • Describes key factors in work behaviors
  • Helps people understand others' drives and needs behind their behaviors
  • The new site has amazing tools for understanding relationships and team dynamics
  • My only complaint is I wish the Factor letters correlated with what they measure like other tools. For non-regular users trying to remember what A, B, C or D stand for can be an issue with discussing the tool.
Selection/Hiring; Individual development and coaching; mediating conflicts, and understanding team dynamics particularly around communication, risk-taking and decision-making.
Read Tracey Draper, SPHR's full review
September 06, 2018
Robert Lyons | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
Predictive Index is part of our culture. No candidate will be hired unless we see what we're looking for in their report? It is invaluable in both hiring, and then managing our workforce effectively. Every employee is approached with their PI in mind.
  • Clues you in to what you should expect from an employee
  • Gives you a road map for how to work with a person.
  • Let's you see who you're talking to, not who they're trying to project
  • The time it takes to really learn how to read the report is extensive
  • There is no casual use of the PI. You need to commit to it.
This is a great tool for identifying talent to help your team. If I need someone with a specific personality to fill a gap in my team, it can narrow it down to who I want. Too often a sales team is stacked with only one type of person. Clients don't respond to that. We need different types of people to meet our customers where they're comfortable
Read Robert Lyons's full review
May 08, 2018
Zachary Shannon | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
The PI software is used by the HR department to assess candidates for job openings. We have also used it to evaluate employees to help guide and coach them in their current position. The PI software very accurately describes people, their strengths, and their weaknesses. It allows you to get a strong insight on somebody so that you can gear each interview so that you can ask specific questions to get answers on strengths and weaknesses.
  • The PI software does a fantastic job describing a person. It is actually exciting to get results.
  • You are able to coach and train employees in their current positions because the PI software helps you see where employees need to grow.
  • You are able to set a job pattern PI so that you can match candidates to the job pattern. This is very useful when you have a lot of applicants for a specific job.
  • The only thing that needs working on is the beta site. That's why it's in beta, though. Some of the functions aren't working properly yet, but they will be and I am very excited for that.
The PI should be used to assess any candidate for any organization. I really believe that the software is that helpful. It's like having a mind reader / person analyzer that can tell you everything you need to know about somebody. Some candidates enjoy seeing their PI results and receive a lot of enjoyment from seeing how accurate it is.
Read Zachary Shannon's full review
July 06, 2018
Shaun Rohrich, PRC, CSSR | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
Review Source
Our organization uses the Predictive Index Assessment as a communication tool as well as a recruiting tool. The entire organization uses the PI, however, we see most benefit in our leadership teams.
  • The capability to accurately define a person's strengths and needs
  • Customer support. I have found them to always be quick to respond and helpful.
  • Constant updates/upgrades to the system
  • Adding PDF capabilities in their beta program (in process)
I recommend PI for defining the desired characteristics in a requisition. From there you can use this tool to match talent to your open positions and make an informed hiring decision. PI will even help produce some helpful interview questions that are targeted at each applicant's gaps.
Read Shaun Rohrich, PRC, CSSR's full review
March 09, 2018
Leslie Bradford | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
PI Behavioral Assessments started out as a recruiting tool. We chose PI because it offers a refreshing transparency providing insights otherwise not seen. This supports our long-term investment strategy of bringing in new employees that match the roles we have available. How? We are able to evaluate and more precisely match employee capabilities on the front-end by creating intelligent job descriptions that are reflected through our Job Assessment parameters. Our underlying goal is to create and support the most important ingredient in our company. Our employees! They are our most valuable asset. By understanding the dynamics within each individual and bringing out those strengths, they truly look forward to their contributions in their professional role each day. In other words, they look forward to coming to work!

We started this with our Sales department, however; it has migrated to include the entire company. We have learned, and are still learning, how different each role is and therefore, what is required from individuals within given specialty areas. Our long-term goal is to also strengthen our existing management staff and their teams with the insights PI provides. We are very excited to be using PI.
  • Do you know what drives each individual in your company? The PI Behavioral Assessment provides this insight with details that are profoundly accurate and open up a very candid and genuine conversation for both the employer and the employee/candidate.
  • Do you know where their strengths are? The PI Behavioral Assessment will show you; for those employees/candidates that find it hard to express themselves, this is a true benefit.
  • Do you know whether they are truly fulfilled in their role? The PI Behavioral Assessment facilitates open and candid communications; as you enter into a conversation about what the employee/candidate "truly" wants to be doing, positive decisions can be made that generate improvements the entire company experiences.
  • In Beta -> Hire -> New Candidates - > I would like to see the ability to create 1 or 2 additional "Type" folders that can be customized for my company. By being able to do this, I can more efficiently manage my potential candidates, rather that every time I go to review a position, having to make these individual selections each time. I would like the favorite icon and the pass icon to remain; however find it extraneous to have to sort through these candidates each time.
Well suited for: Recruiting - helping to better match job specifications with new employees. Team Building - helping to better strengthen the team dynamics by better understanding the group as individuals.
Read Leslie Bradford's full review
June 05, 2018
Carrie Krott, SHRM-CP | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Review Source
The PI is used in the interview process at Benco - this is where our candidates/associates first see the assessment. It is then discussed in great detail in our New Hire Orientation program, where we give our new associates a good understanding of the assessment, why we use it and why it is important to our organization. The PI is something that we have ingrained in our culture.
  • I really love the PI placards - we give them to new associates during their new hire orientation. Our associates display them on their desks/in their cubicles.
  • I do not have anything to add here
I think the PI is well-suited for managers to assess their new associates - this can help a manager work best with their new associate and provide them with the work environment to be happy, comfortable and excel.
Read Carrie Krott, SHRM-CP's full review
February 21, 2018
Mike Hobby | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
I use PI Behavioral Assesment to help us coach employees and leaders. We are working on creating models for roles so that we can use it to help with employment decisions. Right now the big push is for leadership development. I use PI to help my leaders increase their emotional intelligence by understanding how they will behave in different situations.
  • Behavior profile - speaks to how they will tend to act.
  • Factor combinations describe how strongly they will be in critical areas like decision making, risk taking and people versus task orientation.
  • Create pros to capture ideal candidates based on best-performing people.
  • None
It's a great tool for leadership and staff development. One of the few tools that is legally defensible for hiring.
Read Mike Hobby's full review
October 23, 2017
Paula Thorn | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Review Source
We have implemented the PI Behavioral Assessment among all of our supervisory staff and our administrative support staff. We also include the senior leader of our Germany and France operations. We are hoping to understand each other and how to communicate better with each other. Eventually, we will include the entire organization and use it for team communication and recruitment.
  • The assessments are very accurate. One thing everyone who has taken the assessment has said is "this is me" once they read their reports.
  • Being an international organization, allowing the employees to take the assessment in their "native" language helps with the accuracy of the assessment. A lot of meaning gets lost in translation when you are only given the assessment in English and you are not a English-speaking employee.
  • The tools available to help employees and hiring the right candidates are very user friendly and easy to implement.
  • I really have nothing at this point that I feel needs to be improved.
It is a plus to have these assessments when you are experiencing growth and need to make sure you understand how to communicate with your teams. It is also helps to determine the right candidate to fit with a current team without rocking the boat.
Read Paula Thorn's full review
June 05, 2018
Amanda Koehn, SHRM-SCP | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Review Source
At Gateway Plastics, Inc. we use PI in the Human Resources department as part of the hiring process. It shows us what type of behaviors the candidate innately has, so we can predict how they may or may not like the position/environment the candidate will work in.
  • Showing what drives an individual
  • Explaining the needs and behaviors of an individual
  • Helping with the selection of candidates and development of current employees
  • The transition from the old analytical patterns to the new patterns is a bit confusing
It is very well suited for recruitment and also the development of employees. I can't think of a situation where it would be less appropriate to use.
Read Amanda Koehn, SHRM-SCP's full review
September 13, 2017
Kirsten Marie Jensen | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Review Source
We use PI across the global organization for all job types except blue collar workers in our warehouses. We use it in recruitment, in promotion/transfer discussions and as part of our leadership development program. At the time of introduction we had more than 60 managers certified in the tool, so that we could quickly get a common understanding and common language about the PI tool, and how to use it ethically and effectively.
  • Many similar tools are long-winded at the assessee level, and PI is outstanding in that the assessee feels it is easy to participate, and it feels less like a "test" than many others. That is a significant benefit at the recruiting end.
  • The PI Tool allows the assessee and the assessor to have a productive discussion about personality traits - and the added benefit of handing over a description afterwards, which helps the assessee take on board all that was talked about - also, where their personality might not be the perfect fit for the organization or the job.
  • From an organizational perspective, the tool helps the organization discuss diversity and build a team that is complementary - and avoid the "hiring in your own image" [pitfall]. Managers are able to understand the implications of having a team with high A's or low A's - and is much more willing to discuss team constellations with the insights from PI.
  • I find it particularly complex to find the set of clicks that leads to job profile comparison. Considering the importance of the tool, it should have a more prominent position on the tabs.
  • I would really like to see the PI and LI be better Integrated - example: you should have a choice of displaying the LI score with the personality report.
  • For organizational use - it would be extremely helpful if there was a method by which you could display a miniature picture of the pattern, which could be downloaded somehow. The reporting ability could be further build out.
  • Allow data from the system to be extracted to Excel.
PI is exceptionally suited to discuss teams, for use in recruitment situations and to guide team interactions. I would not use it in any shape or form to guide young people's careers.
Read Kirsten Marie Jensen's full review
December 08, 2017
Stephen Dossett | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
We use the Predictive Index and Predictive Learning indicator at Qlik in the hiring process and to help us be better managers of sales teams. For hiring it enables us to have an extra dimension to consider when going through the hiring process. We have a good idea of the types of profiles that are likely to be successful in particular roles, so we are able to make a much more informed decision. With existing team members we are able to coach and communicate more effectively through the understanding we get through PI!
  • Accurate depiction of the way a person is likely to behave in the workplace.
  • Easy to use and intuitive for the candidates to complete.
  • Better understanding of what type of candidate we are looking for in a particular role.
  • The member website is probably in need of overhaul - searching for candidates etc., uses a dated screen and search tool. I think this is being addressed and doesn't stop us getting solid results.
  • Some of the materials appear to be a bit dated - although new materials seem to be coming online all the time.
  • Video tutorials are helpful but don't always appear that polished.
Great for hiring new team members, understanding your organisation better, creating a coaching culture with managers, and providing insights to individuals and teams.
Read Stephen Dossett's full review
November 09, 2017
Molly Mason | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
Our entire organization is using PI in many ways. We use it to improve communication among teams by providing managers with their teams' PI results and coaching tips, it helps bring self awareness to who we are and what motivates us to better align our strengths to our roles, and we use it in the hiring process to help us pair a job position with what natural needs/motivations a candidate may possess.
  • The PI results help us become more self aware. This helps us adjust our paradigms and allows us to communicate better with our peers and those around us.
  • The PI results allow us to be transparent with one another about who we are, how we communicate, and what gives us energy. This allows us work together more effectively within our teams and improve communication company wide.
  • The PI results allow us to help with development opportunities which assist with employee engagement. The results assist us with helping the employee be in a position which, given their natural motivations, allows them to succeed in their role and helps alignment within the company.
  • PI could me more user friendly when it comes to the website. It's not hard to use but it's a bit slow to operate at though there's too much data weighing it down.
  • I would like for the PI software to be able to print multiple Placards at the same time so you don't have to take screen shots and paste them into a Word document.
The assessment results are well suited with managers and incorporated into their leadership training. Being able to discuss helpful coaching tips about their teams' results allows them to host more effective team discussions. It has also been effectively presented to entire departments or teams. Being transparent about their results, seeing the excitement of how different each other is, really gets the group talking and anxious to learn more about one another.
Read Molly Mason's full review
October 30, 2017
Madison Sanchez | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
We use PI Behavioral Assessment throughout our entire organization. This tool has helped us tremendously. We use PI behavioral assessment within our hiring and recruiting team, with our learning and development team, and our coordinator to ensure that the whole company is using PI. We use this tool to hire and keep the right people. For example we use the assessment to ensure that the potential candidate can thrive in this role. Once we’ve hired, we give read backs of their results during their onboarding process. Next, we sit with the new employee and their manager and use the PI scorecards to teach how each person likes to be worked with. We also do readbacks where we go over the results of a team as a team building exercise so that they learn to work with each others similarities and differences. We have used the behavioral assessment and so many other tools through PI. It has been incredibly worth every penny.
  • Helps in hiring strategies
  • Helps in team building efforts
  • Helps in personal development
  • Our PI site runs very slow
  • Giving a manager access to look at their team’s PI results
I find PI is best supported after the hiring process is completed.
Read Madison Sanchez's full review
October 30, 2017
Karen Flores | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Review Source
I use PI for various facets throughout our company. We use it externally when bringing in a candidate for hiring consideration. We actually use PI as a screening tool for all of our positions. We also use PI to assist in managing current employees as well as for succession and career planning.
  • PI has great validity which makes using it in areas like hiring and promotion make it very important and a well-respected tool that most people have difficulty arguing with.
  • The ease of use on PI product is amazing. Offering both paper and online assessment tools allows for test-takers of all types to have the opportunity to perform this assessment without undue advantage or bias.
  • PI is a great tool for uncovering not only what a person's strengths are in the workplace, but also where they will struggle and how best to support them in their roles. Its an all-around great tool for professional development in your staff.
  • Because of the type of assessment this is, PI does require specific training in order to be qualified to read the results. This can be expensive and cumbersome for some persons/companies.
Great tool for hiring, career progression, and succession planning! This does NOT measure intelligence, or whether they are a 'good citizen', or even if they are of sound mind and body---but it does show you behavioral needs that can help you to build high-performing teams.
Read Karen Flores's full review
June 27, 2017
Carol Warhurst | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
When my organization first adopted the use of PI Behavioral Assessment, it was for the main purpose of providing a new data set to analyze during the recruitment process. However, it quickly became apparent that there were many other uses for the PI. Within the first year, we built a Team Building & Conflict Resolution Training that used the PI as an informative, fact-based awareness tool to help our teams better understand each other and themselves. We completed PI read backs for all our current staff and recently we have begun conducting PI read backs with each new hire during their orientation on day one. We also review their manager's PI and those of their team members so they have a better understanding of the driving needs and behaviors they can expect from day one.
  • The assessment is simple and easy to take. From the perspective of potential candidates, we wanted to offer them something that wouldn't take them 30 minutes or more to complete. Searching for a job is time-consuming and taxing enough, we don't want to burden people any more than necessary.
  • The data that the PI Behavioral Assessment provides is the most accurate of all the various assessments that we experimented with. The hardest thing to gauge during the interview process is culture fit. The PI gives us an advantage that no other assessment offers; a look into the crystal ball of the all illusive question of culture and job fit.
  • For management training and employee relations issues, the data from the PI Assessment is invaluable. Imagine that you are trying to hang a picture on the wall by using a sponge to drive the nail in. You can try all day and even question your handy-man abilities, but the bottom line need a hammer. The PI Assessment is the exact tool you need to take your management training and employee relations issues to the next level and drive home results.
  • The PI Behavioral Assessment has been around for a long time. However, there is a lack of connection within the local community of companies that also use the PI with whom we can network and share ideas and practices. Annual retreats in our specific area or social media sites specific for our regions would be a great addition.
  • It can be cost prohibitive when your industry takes a downturn.
  • There is not a way for our company to tie the assessment invitation directly into our Applicant Tracking System. This creates a very manual process of sending assessments whenever we have a job opening.
PI Behavioral Assessment is required for all qualified candidates prior to setting up an interview. We don't want to just use the information we get during an interview; we want to use the data from PI to make sure we get the right person in the right job, prior to spending the time getting to know them in a job interview.
Read Carol Warhurst's full review
October 20, 2017
Angela Jackson | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
The PI Behavioral Assessment is an integral part of our organization. Not only do we have every potential new employee take the assessment, we've also had all current employees complete it. The PI highlights each individual's strongest traits and characteristics, and helps us in HR to determine where they'd be happiest and most effective within the company! Love it!
  • Which traits will show more dominantly.
  • The breakdown in the behavioral report is helpful to people who are not certified practitioners.
  • Helps us predict an employee's potential and desires to advance.
  • Easier integration of PROS
  • Easier to navigate home screen
  • A way to clear the home screen of test takers that have already completed the assessment
Well suited: When deciding to promote an internal employee, this will help determine if the promotion will last and if that person will be happy down the line.

Less appropriate: It's never not appropriate! Any time there is a hiring decision that needs to be made, the PI should be used.
Read Angela Jackson's full review
January 17, 2018
Jordan Klint | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Review Source
PI Behavior Assessment is used in all our departments. While we do use it in development and conflict resolution, its primary role is in the hiring process. We had a high turnover rate a few years back and started to look into some of the reasons and thought that “bad” hires was one of the biggest reasons.
  • PI provides data to help understand each candidate.
  • Can tailor results for each new position.
  • Quick and simple testing.
  • None at this time.
Helps you understand a candidate more than what appears on a resume.
Read Jordan Klint's full review

Feature Scorecard Summary

Automated data collection (20)
Data analysis (26)
Data integration (23)
Predictive analytics (25)
Benchmarking (18)
Report designer (16)
Pre-built content (23)
Data management (21)
Self-service insights (21)

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).

Predictive Index Behavioral Assessment Features

Has featureAssessments
Has featureGroup Analytics
Has featurePI Insights

Predictive Index Behavioral Assessment Screenshots

Predictive Index Behavioral Assessment Video

The Predictive Index Behavioural Assessment

Predictive Index Behavioral Assessment Competitors

MBTI, DISC, Caliper

Predictive Index Behavioral Assessment Pricing

  • Does not have featureFree Trial Available?No
  • Does not have featureFree or Freemium Version Available?No
  • Has featurePremium Consulting/Integration Services Available?Yes
  • Entry-level set up fee?No

Predictive Index Behavioral Assessment Support Options

 Paid Version
Social Media
Video Tutorials / Webinar

Predictive Index Behavioral Assessment Technical Details

Deployment Types:SaaS
Operating Systems: Unspecified
Mobile Application:No

Frequently Asked Questions

What is Predictive Index Behavioral Assessment's best feature?

Reviewers rate Data analysis and Data integration and Report designer highest, with a score of 10.

Who uses Predictive Index Behavioral Assessment?

The most common users of Predictive Index Behavioral Assessment are from Mid-size Companies and the Financial Services industry.