PI Behavioral Assessment® : l'évaluation comportementale du Predictive Index
The PI Behavioral Assessment® is the Predictive Index®’s behavioral assessment of choice. Based on more than 60 years of psychometric research applied to the workplace and validated by more than 500 scientific studies, this tool enables executives, HR directors, and managers to gain a deep understanding of the motivations and natural behaviors of their employees and candidates. Used by more than 10,000 companies worldwide, the PI Behavioral Assessment® stands out as one of the few legally authorized assessment tools for recruitment, thanks to its compliance with the standards of the EFPA, APA, SIOP, ITC, and EEOC. Discover its methodology, how it works, and its practical applications in the workplace with Proactive Signs, a certified Predictive Index® partner in France.
What is the PI Behavioral Assessment®?
The PI Behavioral Assessment® is a behavioral assessment tool that identifies a person’s underlying motivations and behavioral patterns in a professional context. It does not measure skills, knowledge, or performance: it reveals how a person prefers to work, communicate, make decisions, and interact with their environment. Unlike a traditional test, the PI Behavioral Assessment® does not produce grades or scores based on right or wrong answers. It is an assessment that describes behavioral tendencies in a completely neutral manner. For this reason, Predictive Index® recommends using the term “assessment” rather than “test.”
How does the PI Behavioral Assessment® work?
The PI Behavioral Assessment® is based on an open-ended, untimed questionnaire that is completed online in 5 to 10 minutes. Its methodology is as unique as it is powerful and is what makes the Predictive Index® so distinctive.
The questionnaire with two lists of adjectives
The candidate or employee receives two identical lists of 86 adjectives describing behaviors.
- From the first list, they select the adjectives that describe how others expect them to behave at work.
- From the second list, they select those that describe who they truly are.
The "expected of me" list
Which adjectives describe how others expect me to behave at work?
The "who I am" list
Which adjectives describe who I truly am?
Two identical lists of 86 adjectives. The candidate ticks as many adjectives as they wish, with no time limit. No preparation needed, no right or wrong answer: spontaneity and honesty are the only rules.
The 4 behavioral factors measured
Measures the need to control one's environment, influence others, and achieve one's goals.
Measures the need for social interaction, connection, and communication with others.
Indicates a need for stability, consistency, and a regular pace in the work environment.
Measures the need for compliance with established rules, standards, and structures.
💡 The unique combination of these four factors allows us to assign an individual one of the 17 Predictive Index® reference profiles, which summarize the major behavioral types observed in the workplace.
The result: a Predictive Index® reference profile
Upon completion of the assessment, the individual is assigned a reference profile from among the 17 Predictive Index® profiles, grouped into four categories: analytical, social, stable, and visionary. This profile provides valuable insight into how the individual prefers to work, make decisions, communicate, and function within a team.
An assessment that has been scientifically validated for over 60 years
- More than 500 independent scientific studies validating this.
- More than 70 years of applied research in the world of work.
- Compliance with the standards of the EFPA (European Federation of Psychologists' Associations), the APA (American Psychological Association), the SIOP (Society for Industrial and Organizational Psychology), the ITC (International Test Commission), and the EEOC (Equal Employment Opportunity Commission).
- Certification is regularly renewed by independent organizations such as DNV-GL under the EFPA standard.
- Tests for the absence of gender and junior/senior bias on samples of thousands of individuals.
PI Behavioral Assessment® vs. DISC vs. MBTI: What Are the Differences?
(Dominance, Influence, Stability, Conformity)
(Jung's typology)
+ cognitive dimension
Whereas the DISC is limited to describing and the MBTI to categorizing, the Predictive Index is designed to predict how well a person is suited for a role. This explains its widespread adoption by companies with high performance expectations.
How is this useful in a business setting?
Predictive Hiring
Management and Team Engagement
Team Formation and Development
Personal Development and Internal Mobility
Training in Interpreting the PI Behavioral Assessment®
Administering the PI Behavioral Assessment® is straightforward, but interpreting it requires a precise methodology. To fully leverage the behavioral assessment in your HR decisions, Predictive Index® certification is the best path forward. This certification training enables HR directors, executives, and HR consultants to master the interpretation of graphs, the assessment’s application in recruitment, management, and team development, as well as the delivery of individual and group feedback sessions. Proactive Signs offers the Predictive Index® professional certification in five modules, through in-person sessions in Paris and Lyon, with personalized support before, during, and after the training.Frequently Asked Questions About the PI Behavioral Assessment®
Technically, the PI Behavioral Assessment® is not a test in the strict sense: it does not produce a score based on right or wrong answers. It is an assessment that describes a person’s natural motivations and behaviors. For this reason, Predictive Index® recommends using the term “assessment” rather than “test.”
The PI Behavioral Assessment® takes an average of 5 to 10 minutes to complete. The questionnaire is not timed: each person can take as much time as needed to select the adjectives that best describe them.
No, no preparation is necessary or recommended. The PI Behavioral Assessment® is designed to capture the natural and spontaneous way in which a person perceives themselves and the expectations of their environment. Any preparation or attempt to “answer correctly” would skew the results.
Yes. The PI behavioral assessment complies with the standards of the EFPA, APA, SIOP, ITC, and EEOC. Its validity is supported by more than 500 scientific studies and 60 years of research in psychometrics applied to the workplace. It is certified by independent organizations such as DNV-GL.
Yes. The PI Behavioral Assessment® is one of the few legally authorized recruitment tools in France, provided it is administered by a certified partner that follows GDPR best practices. Proactive Signs, a certified Predictive Index® partner in France, guarantees this compliance.
The PI Behavioral Assessment® measures natural behaviors and motivations. The PI Cognitive Assessment® measures the ability to learn and adapt to new concepts. The two assessments complement each other and are often used together to provide a comprehensive profile of a candidate or employee.
The cost of the PI Behavioral Assessment® depends on the number of users, the scope of use (recruiting, management, organization), and the level of support desired. Request a personalized quote from Proactive Signs, a certified Predictive Index® partner in France.
Proactive Signs offers a five-module Predictive Index® professional certification program, delivered in in-person sessions in Paris and Lyon, for HR directors, executives, and HR consultants who wish to master the interpretation of the PI Behavioral Assessment® and its practical application.
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