Most assessment vendors make bold claims about their products. Learn how to not get duped.

DOWLOAD THE KIT

Since 1955, The Predictive Index Behavioral Assessment™ has exhibited a proven track record for solving business challenges large and small. And our unique approach to client education and knowledge transfer ensures swift adoption, direct ROI and measurable impact on your organization’s performance metrics.

Scientifically validated to help you understand individuals in roles across a variety of industries

The Predictive Index Behavioral Assessment™ is scientifically validated against populations large enough to be used for many jobs, in an array of industries across the globe. With nearly 500 criterion-related validity studies across jobs and locations the PI Behavioral Assessment™ has consistently supported the relationship of behavior to important workplace outcomes such as tenure, turnover, sales and customer satisfaction.

The Predictive Index has over 50 years of studies across industries to validate predictability of workplace performance through behavior.

Choose an industry on the right to see related studies and sample clients we serve.

Driven by professional guidelines and government compliance

Our assessments and recommended practices have been developed in a manner consistent with all critical standards and guidelines. They were designed to provide a framework for determining the proper use of assessments and other selection procedures, as well as preventing discriminatory employment practices. The Predictive Index assessments and recommended practices comply with The Equal Employment Opportunity Commission (EEOC), Uniform Guidelines on Employee Selection Procedures (1978), American Psychological Association (APA), Society for Industrial and Organizational Psychology (SIOP), and International Test Commission (ITC).Science Validity Logos_Vector.svg

How our assessments are developed

With more than sixty years of science under the belt, an assessment provider may be happy to rest on their laurels and bask in their past accomplishments. But at PI we put our dedicated I-O psychologist, psychometrician and statistics guru to work to ensure our clients benefit from the latest research.

Here is a peek behind the curtains at how our assessments are built through science (in their own words of course!).

Field Testing and Form Development.

Adjectives for our form were field tested with results from more than 136,000 people and went through content review, psychometric review, and fairness review. The assessment was then given to a global norm group of more than 10,000 people. Norm tables and scoring models were updated and verified before finalizing the form and sending it through a multilevel translation process and regional review.

Confirming Construct Validity

The field test data was used to conduct a content validity analysis, reliability studies, differential item functioning analyses, a check of factor unidimensionality using exploratory factor analysis, and a check of the entire factor model with a confirmatory factor analysis, which also demonstrated improved validity loadings over the previous version of the assessment. A convergent validity analysis was also conducted to show that scores correlated as expected with the previous version of the assessment, as well as with a variety of other personality scales.

Verifying Criterion Validity

PI has hundreds of individual criterion validity studies, as well as some meta-analytic criterion validity studies, so a new meta-analysis was conducted with the new form of the assessment to demonstrate its relevance to job performance. More than 1,200 respondents in 26 job roles from 14 companies participated in the new criterion validity study. Job roles were grouped based on similarities (e.g., management roles), and meta-analyses were run to estimate corrected correlations between factor scores and managers’ ratings of employees’ job performance, compliance, initiative, and cooperation.

Wouldn’t it be great if your workforce just clicked?