Predictive Index Tests

Predictive Index is a talent optimization company used by a variety of multinational enterprises such as IBM, Chevron, Dell, Ikea, and Subway. The firm specializes in scientifically-validated behavioral and cognitive assessments to attract only the best candidates. 

Predictive Index’s tests are mainly used for graduate-level roles but can also be administered at a more senior or executive level. The most common PI workforce evaluations include:

Predictive Index Behavioral Assessment (PIBA)

PI’s behavioral assessment is an intrinsic part of the recruitment process as it can ensure candidate-job fit while predicting on-the-job success. Backed by over 350 scientific studies, this test measures four key factors:

  • Confidence
  • Extraversion
  • Patience
  • Formality

The evaluation also assesses a person’s objectivity. In other words, it can measure the degree to which an individual prefers rationalization when processing information and making decisions.

It is an untimed, free-choice evaluation were candidates are presented with 172 adjectives distributed into two lists. The first list is for test-takers to select the words that describe the way others expect them to act; while the second list, is for them to choose the words that describe them based on their own opinion. 

After considering the adjectives selected, the person is assigned a reference profile with a set of unique traits, strengths, and needs. Depending on the profile, future employers can determine how fit is a person to fill a particular role or position within the company. Usually, a candidate will fall within one of 5 profiles, including:

  • Analyzer
  • Controller
  • Venturer
  • Specialist
  • Strategist 

Online Predictive Index practice test

Predictive Index Cognitive Assessment (PICA)

Previously known as the Predictive Index Test or Professional Learning Indicator Test (PLI Test), the PICA evaluates a person’s general cognitive ability — considered by many as the number one predictor of on-the-job success. As a result, the employer can validate:

  1. A person’s ability to process complex information.
  2. To what extent a candidate can comply with the cognitive abilities required to do a job. 
  3. The rate at which a person can learn new information. 

The PICA generally consists of 50 multiple-choice questions that include verbal reasoning (e.g., analogies, formal logic, antonyms), numerical reasoning (e.g., number series, math/word problems, graphics), and abstract reasoning (e.g., spatial awareness, logical thinking, inductive reasoning) inquiries. 

Keep in mind that the difficulty level increases as you advance through the test and that you will have 12 minutes to complete it. Thus, candidates will only have an average of four minutes per question. 

Furthermore, each answer is worth one point, meaning that a perfect score is equal to 50. Candidates with a high score are more likely to have broad and in-depth knowledge of a variety of subjects. They are also better at handling complex tasks and are expected to have outstanding learning skills.

Predictive Index also offers companies with Job Targeting Assessments – these are custom made evaluations. Their goal is to measure candidates’ skills and knowledge based on the specific requirements of a particular role. Consequently, you might encounter variations of the PICA and the PIBA. 

What types of questions are asked on a predictive index test?

Verbal Reasoning, Numerical Reasoning and Pattern Recognition

Some of the tests are timely and it is important to prepare for them before taking the test

predictive index assessment sample test

Revelian sample questions:

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