Elena Deeley

Predictive Index Test: What It Is and How to Prepare

Cite This
Elena Deeley, (2021, January 22). Predictive Index Test: What It Is and How to Prepare. Psychreg on Personality Psychology. https://www.psychreg.org/predictive-index-test/
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Your employer can today learn your potential value by simply taking you through assessments that gauge your strengths and weaknesses. Predictive Index (PI) helps recruiters get personality traits and cognitive abilities by simply evaluating the outcome to determine a potential candidate for the job. 

Having a colourful resume to show all credentials to your employer may be useful, but going through a PI tells the recruiter more about you and position you qualify for. A resumé is just a paper, and though you are qualified for all the things listed in your resumé, that is hard for a recruiter to identify the right role for you without having to hire and observe your performance blindly. Predictive Index eliminates wasted time learning about employee potential by giving back the needed results fast to pick the right candidate for the needed position without guesswork.

What is Predictive Index Test?

Predictive Index Test is a personality test that employers use to evaluate the suitable candidate for a job they applied for in a company or organisation. With the increase in the demand for professionals in the market, assessing your potential worth as a job seeker is important to know where you stand. Employers are no longer scratching their head, wondering what right candidate deserves to join them through vigorous and unfruitful interviews. The invention of the personality test (PI) is the greatest help for employers today. PI helps employers test the strengths, weaknesses, intelligence, characters such as patience, formality, and extraversion.

Instead of testing candidates about their skills, the Predictive Index Behavioral Assessment (PIBA) and Predictive Index Cognitive Assessment (PICA) is the solution you need. If thousands of companies worldwide are using the PI test to test their candidates and get results, this should be your new approach.

Predictive Index Cognitive Assessment

The Predictive Index Cognitive Assessment helps with the hiring assessment by predicting an employee’s performance by determining how they can catch up with a role demands, figure things out, and understand the complexity of a job. The tests allow you and the employer understand your capability to handle a job position in future. 

The PICA tests candidate’s areas of numerical, verbal, and reasoning. Normally, candidates are given 50 questions to answer within the allotted time. 

Predictive Index Behavioral Assessment 

The PIBA tests tell the employer about you and your work within a few minutes. The tests discover more about your personal needs and motivation. Therefore, an employer can identify the right candidate with the needed personality traits for the workplace environment. The test gives candidates two lists with adjectives one side uses words others would use to describe them and their behaviour – the other side to express their individual opinion about themselves. 

How to pass a Predictive Index Test

The PI is not designed like other tests, and you’ll not see a grading measurement to show whether you passed or failed. It is advisable to provide honest answers to help you better understand yourself and the employer. The test goes beyond candidate evaluation by the employer to provide accurate results that fit the candidate’s right position.

The PICA is free, and candidates can choose as many descriptors as possible for the methodology it uses guarantees that those taking the tests provide accurate answers than any other type of personality assessment tests. Even if you may get a chance to question your employer or perform a background check of the company ahead of time to understand its values and culture, your view may contrast what the recruiter is searching for. 

How to prepare for a Predictive Index Test

The preparation of the Predictive Index Test differs from normal tests you are used to. Remember, the test intends to assess your strengths and weaknesses and not your accomplishments. 

Predictive Index Cognitive Assessment preparation

The PICA tests are designed to test your capability to solve problems; therefore, you can prepare before taking the test to score high within reason. PICA is a tool that assists employers to understand and pick their choice candidate. On the other hand, it’s a tool to help candidates learn about themselves and the right job they perform better. Irrespective, the test allows you to receive a precise measurement of your abilities. Before you take PICA, here are a few aspects you need to consider.

Understand the types of questions

You’ll see nine questions on the PICA.

Numerical

  • Series
  • Lowest value
  • Number problems

Verbal

  • Antonyms
  • Analogies
  • Analysis

Abstract

  • Series
  • Analogies
  • Odd one out

Take practice tests

When you are aware of what the test comprises is one crucial step of preparation. For instance, the PICA has 50 questions that candidates are expected to complete within 12 minutes, so you should practice enough to complete every question within the given time. You don’t need to complete all the questions, but your focus should be answering every question with honesty. But before you tackle the questions, you can view them ahead of time to have a glimpse and gauge yourself before you start. You can start with the question that is less challenging and gradually advance to tough ones. In case you are good at numerical than verbal skills, start with verbal skills. 

Predictive Index Behavioral Assessment preparation

The PIBA test takes a maximum of 10 minutes and is simple to complete. The focus of this test gauges your insight and honesty; therefore, preparation differs from other tests. Here are steps you can prepare to take PIBA. 

View sample questions

When you view sample questions ahead of the test, you will get an idea about the approach to take and help your mind relax. You can go through the answers to enhance your confidence before the test day.

Consider what the test measures

Understand the focus of the test is to determine your personality traits. The traits normally touch on the categories, and it’s in these areas that you are assessed. They include:

Extraversion

Extraversion means a high drive to network socially with others. If you score high, that means your level of engagements with other people is easy, you enjoy being in the limelight, and considered an influencer. Candidates with lower extraversion drive, also known as introverts are shy from the public, value their privacy, love to spend time alone, and rely on facts.

Dominance

Scoring high in dominance shows you are in control of situations, issues, and things around you. The high score also means you have good leadership skills and can perform your duties independently. It means you are assertive, self-confident, and can deal with challenges comfortably. The low scorers do not make great leaders but are very useful in collaborating with other team members.

Patience

Patience shows candidates can work effectively in any environment consistently. Candidates with high patience scores show they are peaceful even when storms surround them, work with a steady pace, rarely change situations and make long-term friendships both in social settings and business. A low score shows impatience, and candidates seem to work fast for a short duration.

Formality

Formality is about conforming to established structure and set rules. Candidates that score high formality tend to be detail-oriented, organised, disciplined, and very clear in what they do. People with low score tend to value informality, spontaneity, and require freedom from working under strict rules.

Performing low or high in a given category does not indicate your level of excellence or `poor performance. It is a technique employee use to choose the right candidate for their organisation and the specific areas they fit. 

General test preparations tips

Tips that can help you come out a winner for any screening test:

  • Never take the test when ill or hungry
  • Get enough sleep a day before your test takes place
  • Take the test in your native language
  • Observe time and try to manage the given time
  • Before taking the test, make sure there’s no disruption around you

Predictive Index Test is offered around the world in 70 different languages. It is advisable to take the test in the language you can understand, even if you are focusing on another language. That allows you to understand terms that may sound and interpret differently when taking the test.

What to expect after the test

Various encounters happen immediately after completing the PI test. 

You might be asked to do another job interview.

When an employer or recruiter requests you to take another test, that means your score connects with the position vacant in an organisation.

Reflect on your answers

After completing your tests, reflect on the answers that you gave. It may help you later when you are asked to retake the test, that can allow you to sample interview questions. For instance, if your dominance score was high, you can stress your capability to bring solution and leadership experience. And if your score was low, let’s say in dominance, you can share your contribution to a project. 

The reliability of Predictive Index Tests

The PI Tests are taken by thousands of companies and organisations worldwide, allowing over 18 million candidates to participate in these tests. The accuracy of Predictive Index Tests aims to comply with American Psychological Association standards and other tests commissions. Despite this, the success of tests depends on the human resources department’s ability to define the qualities suited for the positions they are filling. 

If you seek employment, you need to understand what Predictive Index Tests are and the best approach to stay prepared before taking them. When you know what is tested, you wait for it prepared in advance ready to win that position you are pursuing.


Elena Deeley did her degree in psychology at the University of Edinburgh. She has an ongoing interest in mental health and well-being.


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