The PI Behavioral Assessment vs. the Five Factor Model

How does the PI Behavioral Assessment compare to the Five Factor Model (FFM)? The PI Behavioral Assessment is theoretical in nature, and it is a more specific measure of workplace personality characteristics than the Five Factor Model. This isn’t to say that one model is better than the other. In fact, the FFM enjoys numerous advantages because it is so well-researched and readily accepted as a commercially viable approach to personality-based job prediction. However, when it comes to job-related measures, the research (both that of The Predictive Index and others’) is clear: narrow measures can be very effective, and all four of the PI Behavioral Assessment scales are related to workplace performance, compared to only a handful of the scales in the FFM. PI has hundreds of validation studies and meta-analytic research that show that – even as a six minute assessment – the PI Behavioral Assessment can meet, if not beat, FFM assessments when predicting job performance in most workplace applications. In conclusion, the differences between the FFM and the PI Behavioral Assessment are not likely to be the reason your talent decision-making or talent development work succeeds or fails. The real priorities should be making sure you understand the assessment and its applications, that you are trained on best practices, and that you use the assessment the way it is intended to be used. 

The Great Retention Guide

By now, you have probably heard about the ‘Great Resignation’; workers are quitting their jobs at record rates for a range of reasons, across many industries. Why do they do that? Why is it a problem? And what can you do about it? Not only is it costly to replace top talent who resign, the people who leave your organisation have often been unhappy and unengaged for a while before they make the decision. And having disengaged employees will make it almost impossible for you to reach your business goals. Retention starts with creating engagement by building a better workplace environment – one where diversity is valued because people understand how different people respond to different things. If you want to flip the script on The Great Resignation and start your own Great Retention, this guide from The Predictive Index  is a good place to start. Learn how to spot brewing problems and act swiftly to resolve them so you can hold on to your top talent and reach your business goals. 

The Five Characteristics of Dysfunctional Teams

In this blog, The Predictive Index covers highlights from the book ‘The five dysfunctions of a team’, by renowned author Patrick Lencioni and provides tips on how to build more cohesive teams. The five dysfunctions are: 1) An absence of trust, 2) a fear of conflict, 3) a lack of commitment, 4) an avoidance of accountability, and 5) an inattention to results. You can address some of the root causes of these dysfunctions by using the people data from the PI tools. For example, leaders at all levels must be willing to self-examine and open themselves up to feedback in order to start building trust in the organisation. Employing behavioural data helps you better understand not only yourself, but other team members. Building organisational awareness is an essential component of any sound talent strategy, and by understanding how everyone is wired, you can gain crucial insight into how they prefer to receive information or feedback. The PI Behavioral Assessment promotes individual self-awareness, enabling better hiring strategies, while the PI Design solution enhances awareness at the team level using the Team Discovery tool. With PI Inspire, managers can leverage these insights to stave off employee disengagement, and get more discretionary effort out of their direct reports. 


When companies invest in high-quality, scientifically validated behavioural assessments like the PI Behavioral Assessment and use them properly, inclusivity is nurtured, and the talents of every employee are optimised. Reputable companies hold themselves to a high standard and work hard to provide validated, actionable resources that improve the workplace for everyone. High-quality behavioural assessments like the PI BA use validated reports, application tools, interpretive materials, and training to ensure interpretations and uses are standardised and accurate. Any tool, when misused, can be dangerous, but a well-built assessment system will prevent such misuse so clients know how to use scores appropriately and productively.  

Using behavioural data as part of your hiring process will help you focus less on what the person has done in the past and more on their potential to do great things in a role that fits their behavioural drives and needs. This nurtures inclusivity because you potentially broaden your candidate pool. By comparing your candidate’s PI profile to the specific demands of the job role instead of only looking at the dominant company culture, a more objective and inclusive hiring process is achieved. 

When high-quality behavioural assessments like the PI BA are used as intended, they make people aware of their differences and provide a common vocabulary from which to communicate which will help foster an inclusive work environment.

Source: The Predictive Index


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