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PSYCHOMETRICS AND PREDICTABILITY

SIMPLY FACTS - ADVANCED SCIENCE

 

25+ million people have been assessed worldwide.

8000+ clients are applying the assessments worldwide.

350+ validity studies that establish statistically-valid correlations to key workplace outcomes such as tenure, turnover, sales and customer satisfaction have been conducted by the PI science team.

We know it works and we can scientifically prove that it works.

 

PSYCHOMETRICS.
What is it all about?

Unlike tangible fields where you can directly measure a subject —like height and weight— mental capacities and processes are invisible and therefore cannot be measured directly. Psychometrics is about building tools that indirectly but accurately measure people’s psychological make-up. Psychometric tools like PI Behavioral Assessment™ and PI Cognitive Assessment™ are built to enable us to measure the underlying personality traits and cognitive abilities of people.

PI assessments are developed following recognised psychological standards and guidelines, including the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP), and the International Test Commission (ITC). These guidelines provide a framework for test construction and the proper use of assessments. The Predictive Index provides well-researched, valid and reliable employee assessments which can help support clients’ legal compliance with the EEOC and the Uniform Guidelines on Employee Selection Procedures.

PI BEHAVIORAL ASSESSMENT
(PI BA)

HISTORY
PI BA was developed and introduced by Arnold S. Daniels in 1955 and has since then been in widespread commercial use.
PI BA is a theory-based self-report measure of normal (non-clinical) adult personality, built and validated extensively and exclusively for use within occupational and organisational populations.

Revisions, iterations and updates of the assessment are ongoing and have occurred in 1958, 1963, 1988, 1992 and 2016.
PI BEHAVIORAL ASSESSMENT
(PI BA)

METHODOLOGY
PI BA is untimed (takes app. 6 min. to complete) and employs a free-choice response format.
Assessment takers are presented with two pages each containing a question followed by the same 86 adjectives. The question on page 1 asks the assessment taker to endorse adjectives that they feel describe the way they are expected to act by others (the Self-Concept domain) and the question on page 2 asks them to endorse adjectives they feel really describe them (the Self domain).
The responses are tallied to obtain scores for the appropriate factor to produce the Self, Self-Concept and Synthesis patterns which are displayed graphically.
PI COGNITIVE ASSESSMENT
(PI CA)

HISTORY
The PI Cognitive Assessment was developed in 2010 by CEB Valtera for Predictive Systems Pte. Ltd. and became a part of The Predictive Index suite in 2015.

PI CA is a cognitive assessment tool that measures an individual’s general cognitive ability and primarily serves as an assessment tool in recruitment and talent management processes.

Revisions, iterations and updates of the assessment are ongoing.
PI COGNITIVE ASSESSMENT
(PI CA)

METHODOLOGY
PI CA is a speed test (12 minutes) which consists of 50 multiple-choice questions from three content categories (Verbal, Numerical, and Abstract Reasoning) and nine subcategories. The sum of the scores from the three categories represents the PI Cognitive Assessment Scaled Score, which is a measure of g (the general cognitive ability).

PI CA employs a Linear-on-the-Fly testing (LOFT) design, which is marketed as a “dynamic assessment design”. LOFT is a computer-based test format where items are randomly selected from predetermined subsets (or buckets) every time a test is issued, resulting in unique combinations of the questions.

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