SCIENCE

SCIENCE

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.
Previous
Next
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.
Previous
Next
PI STRATEGY ASSESSMENT
(PI SA)

HISTORY
PI SA is an organisational evaluation tool designed for company leaders or key stakeholders to identify strategic priorities and create alignment and confidence in the execution.

Commercialised in 2020, built on the model of organisational culture ‘Competing Values Framework’ (CVF) by Quinn & Rohrbaugh, PI SA has undergone reliability, content and construct validation to ensure the application and interpretation of the assessment is supported.

PI SA provides a framework to create a link between the strategic priorities (the business strategy) and the business results by focusing on the people strategy.
PI STRATEGY ASSESSMENT
(PI SA)

METHODOLOGY
PI SA is a 20 items questionnaire listing strategic statements. PI SA in untimed and takes app. 10 minutes to complete.

The assessment is completed by the senior leadership team (5-15 respondents) selecting the strategic priorities they find critical to pursue. Selected priorities are followed by a ‘confidence to execute’ question. The strategic statements map to one of four strategic orientations, Exploring, Producing, Stabilising and Cultivating.

The results provide an overview of selected priorities (and confidence to execute) to easily identify alignment and misalignment. The strategic priorities (3-6) agreed upon, sets the foundation for creating a people strategy aligned with the business strategy.
Previous
Next
PI EMPLOYEE EXPERIENCE SURVEY
(PI XP)

HISTORY
PI XP is a survey that measures engagement mapped to the four forces of disengagement; job, manager, people and organisation.

Commercialised in 2020. PI XP is built on an algorithm identifying the items with the highest impact on engagement within the organisation.

PI XP is designed to measure 1) overall engagement, 2) the employees’ perceptions of their day-to-day job, 3) the perceptions of their direct manager, 4) the perceptions of the people they work with daily, and 5) the perceptions of their overall work experiences at the organisation.
PI EMPLOYEE EXPERIENCE SURVEY
(PI XP)

METHODOLOGY
PI XP is an untimed 50 item questionnaire that takes about 20 minutes to complete.

The assessment is completed by the existing workforce rating (Likert scale rating) the extend to which they agree on the presented item.

The results reveal % favorable (agree and strongly agree) compared to an organisational benchmark and to an external benchmark.

Based on the responses the managers are provided reports highlighting 3 strengths and 5 blind spots. The selected blind spots are the ones with the highest impact on engagement and include suggestions for actions to improve supported by PI reports.
Previous
Next
The Predictive Index assessment tools are scientifically validated throughout the hire to retire lifecycle

REQUEST MORE SCIENCE INFO

REQUEST more science material here. 

*By submitting your request, you agree to receive material from Humanostics. 

PI Job Assessment icon white
PI Job Assessment™
PI Cognitive Assessment icon white
PI Cognitive Assessment™
PI Behavioral Assessment icon white
PI Behavioral Assessment™
Design icon white
PI Strategy Assessment™
PI Employee Experience Survey™
PI Employee Experience Survey™
Rocket icon white
Selling Skills Assessment Tool™
Tag icon white
Influence Skills Assessment Tool™

HUMANOSTICS

Strandvejen 72
2900 Hellerup
Denmark
CVR / VAT 32 45 19 26

Humanostics PI Certified Elite Partner

The Predictive Index® is a registered trademark of Predictive Index, LLC and is used here with permission.