PI Behavioral Assessment Prep [2020 Update] - JobTestPrep
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If you are preparing for the PI Cognitive Assessment, you are on the wrong page and you should see the PLI Test Preparation page. Also know that every purchase of the PI Behavioral Assessment preparation credits you with the PI Cognitive Assessment (PLI) preparation as well.


What Is the PI Behavioral Assessment?

The Predictive Index Behavioral Assessment is a short personality test by Predictive Index that aims to assess the way you interact and influence people, how you deal with rules and structure, and how you prefer to take in information.

Test Structure – The test is broken down into 2 pages, each page containing a list of 86 adjectives. 

Test Instructions – Check the adjectives that reflect your behavior:

On the first page, check the adjectives you think others perceive you and expect you to act.

On the second page, check the adjectives that you yourself believe reflect your behavior.

Test Time – While the test is officially untimed, it should take you 5-10 minutes to complete.

Test Format – The test is offered in 3 formats: paper & pencil, desktop, and internet-based.

How to Answer the PI Test and Get the Job

Different positions require a variety of personality types. Thus, employers are looking for certain characteristics in applicants when filling specific roles. To get the most ideal score, you should demonstrate the distinct traits sought after by the employer for the role you want.

For example, when applying for sales positions, you should score highest in extraversion and dominance while scoring lower in patience and formality. To obtain the necessary sales profile in your score report you must select adjectives such as Assertive, Demanding, and Dominant while avoiding adjectives like Gentle, Nonchalant and Worrying.

In contrast, for a clerk position, you must display higher levels of formality and patience and lower levels of dominance and extraversion. To build the ideal profile for this role, you should mark words such as Conscientious, Loyal and Tolerant while leaving words like Brave, Persuasive and Daring unmarked.

Please Note: You should avoid selecting all adjectives related to a specific factor. Rather, you should select a mix of adjectives to demonstrate the factors that you wish to highlight as more dominant or less dominant in your personality. In other words, you should mark more adjectives describing the desired factors required for the role and less for the factors deemed counter-productive to it.

For example, if you want to score highest in Dominance, high in Extraversion, lower in Patience, and lowest in Formality, you should mark 6 adjectives for dominance, 4 for extraversion, 3 for patience, and 1 for formality. Doing so will ensure that your score report reflects both the necessary and undesired personality traits in a balanced way.

Our complete Predictive Index study guide includes recommendations for more than 20 positions, each including full explanations on how to get the score you need to land the job you want.


The full Predictive Index Test PrepPack™ consists of specific PIBA study guide with full personality test practice, detailed study guides, and an in-depth report and profile.

These materials will teach you what you need to do to get the right score by providing you with an understanding of which traits employers are looking for and, of course, which traits you should avoid highlighting.


Predictive Index Behavioral Assessment Test Sample

The following image shows a sample of the test, with marked "X"s next to adjectives that were checked arbitrarily. Remember, this is just an example, and it does not show the "right" answers.

Predictive Index Test Example

Each adjective on the Predictive Index Behavioral Assessment is related to one or more of the 4 PI primary factors: Dominance, Extroversion, Patience, and Formality

In this specific example, the checked adjectives "calm" and "Helpful" are of the Patience factor, while the checked adjective "Worrying" is of the Formality factor.

Remember, you'll have to mark adjective twice on 2 different pages, not necessarily marking the same ones:

The first time, you'll be asked to state those qualities that you believe other people expect you to demonstrate.

The second time, you will be asked to mark those qualities that you yourself believe you possess.

*In the complete Predictive Index Preparation Guide you will find all the known adjectives, and to which personality factors they relate.


More Information About the 4 Predictive Index Factors and What the Test Measures

What Does the Predictive Index Test Measure?

Employers are looking to assess what personality type you fit into from a list of predefined personality types determined by Predictive Index. 

The PI Behavioral Assessment Measures 4 Primary Characteristics of Personality:

1) Dominance - Measures the degree to which you seeks to control your environment.

Individuals who score high on this dimension are independent, assertive, and self-confident. Individuals who score low on this dimension are agreeable, cooperative, and accommodating.

2) Extroversion - Measures to what extent you seek social interaction with others, as well as the degree to which you seek to control your environment.

Individuals who score high on this dimension are outgoing, persuasive, and socially-poised. Individuals who score low on this dimension are serious, introspective, and task-oriented.

3) Patience - Measures the degree to which you seek consistency and stability in your environment.

Individuals who score high on this dimension are patient, consistent, and deliberate. Individuals who score low on this dimension are fast-paced, urgent, and intense.

4) Formality - Measures the degree to which you seek to conform to formal rules and structure.

Individuals who score high on this dimension are organized, precise, and self-disciplined. Individuals who score low on this dimension are informal, casual, and uninhibited.


Objectivity - Used as an additional metric that specifically measures the way you prefer to take in and process information when making decisions.

Individuals with a high score prefer to make decisions based on data. Individuals with a low score make decisions based on intuition and personal opinion.

The Predictive Index Test Scoring and Test Results

When the Predictive Index is scored, each adjective that is chosen contributes a 'point' for its related factor, and each factor’s score is computed by counting the adjectives marked under it.

This is being assessed through 2 personality profiles that are later combined to determine your overall test score. Your Predictive Index test results represent your suitability for the job you applied for.

To control your PI test score, you must recognize to which factor each adjective belongs with respect to the specific job you are applying for.

Essentially, though there are no right or wrong answers, your answers should indicate that you have the right personality type for the job.

More About the Predictive Index Profiles

There are 3 Predictive Index Personality Profiles:

1) Self – This profile refers to who you believe you are, reflecting your natural drives and needs, and also describes how you naturally react in certain situations. 

2) Self-Concept – This profile refers to how you think you should behave in work situations and reflects how well you adapt to your environment and to others’ expectations of you in the workplace. 

Synthesis – This profile is a mathematical sum of the other 2 profiles. It evaluates your behavioral tendencies at work, as well as others’ perception of you.  

Your results from the “self” and “self-concept” profiles will be compared to one another in order to assess the gap between how you describe your behavior now and how you feel you should behave in the work environment.

Consistency across the 2 profiles is more desirable since it portrays your ability to remain true to yourself in the work environment. 


Predictive Index Test FAQs and Tips

How Long is the PI Behavioral Assessment Test?

The Predictive Index test is untimed and usually takes around 6 minutes to complete, varying from person to person.

How Does the Predictive Index Test Work?

On the Predictive Index Behavioral Assessment, you are presented with two list of adjectives and you are asked two survey questions:

On one list, you are asked to check the adjectives that you feel describe the way you are expected to act by others; the answers you choose show your "self-concept".

On the second list, you are given the task of choosing adjectives that describe you, simply put. This is known as "self".

From these two lists, the test analyzes four drives that determine how you will behave in the workplace: Dominance, Extraversion, Patience, and Formality.

Do I Need to Be Consistent Throughout the Test?

You should maintain consistency between the two adjective lists and produce a high morale profile, i.e. check more adjectives in the "how you think others expect you to behave" adjective list than in the "how you yourself feel you are" one.

What Does the Predictive Index Tell Employers?

The Predictive Index Behavioral Assessment gives the employer a behavioral profile of you, so he can see if you fit the role and the “workplace culture”. The PI test do so by assessing four key factors of your behavior: Dominance, Extraversion, Patience, and Formality, on each of them you may score high or low.

What Does the PI Behavioral Assessment Measure?

The PI behavioral test measures four key factors, also known as “behavioral drives”: Dominance, Extraversion, Patience, and Formality. These factors are on a scale from high to low, and vary from person to person, according to what adjectives you choose that describe you (Self and Self-Concept).

The Dominance Drive

If you are the type of individual who is able to control an environment by sharing ideas and opinions and is able to get things done; then you have a dominance drive quality about you.

Moreover, there is a chance you will be working for a high-dominance boss.

In this case, the employee with a strong dominance drive may have to learn to balance that drive to accept the framework of his/her boss.

The Extroversion Drive

Simply put this is a people person and by extension a team player.

For instance, if on the test you gravitate to words like "we" or "you," rather than "me" or "I," your future employer will most likely identify you with an Extraversion Drive.

If your boss has a high Extroversion Drive, be ready for him/her to freely delegate, which means more responsibility on your part.

On the other hand, if he/she has a low Extraversion Drive, be ready for a more micro-managing leadership style.

The Patience Drive

Are you methodological, steady, and calm in your work mannerisms? Are you happy with long-term tasks and prefer consistency rather than changes in your environment? If this sounds like you, you likely have a Patience Drive.

If your boss has a high Patience Drive, then get ready to work closely in tight-knit groups with slow and methodological changes along the way.

The Formality Drive

This type of trait could also be known as a perfectionist. An employee with high formality will be very attentive to details, extremely careful and cautious, and highly conformant to the rules.

On the other side of the coin, a boss with high formality will generally be very demanding, and highly expert in his field, so make sure to bring your A-game.

What Is the Difference Between the PIBA and the PICA?

The PI Behavioral Assessment and the PI Cognitive Assessment are both pre-employment tests created by the Predictive Index assessment company. While both help employers screen potential employees, each of them assesses different aspects of yourself. The PIBA tests your behavior and how well you fit to a certain company culture, while the PICA tests your general cognitive abilities, and gives the employer a sense of your learning skills and how well you cope with cognitive demands.

What Is a Good Predictive Index Score?

On the Predictive Index Cognitive Assessment (PLI), the score is pretty straightforward and presents the number of questions you answered correctly out of a total of 50 cognitive questions. Different positions have different passing scores, and while it is imperative to pass the exam, you must score the highest you can in order to beat the competition. 35 out of 50 is a very good score on the PICA and will get you an interview in most positions.

On the Predictive Index Behavioral Assessment (PI Test or PIBA), there are no absolute high and low scores, and for each role and employer, the "passing score" changes, as the requirement and values of the company are different. 

The PIBA test results show high-low scales on four key factors - Dominance, Formality, Patience, and Extraversion. It is almost impossible, and not at all needed, to score high on all factors. For example, for leadership roles, it is generally good to score high on Dominance, but if an employer will want to hire a manager who is more cooperative and will promote leaders in his team, he would tend to hire low-dominance personalities.

Predictive Index, PI Behavioral Assessment, and other trademarks are the property of their respective trademark holders. None of the trademark holders is affiliated with JobTestPrep or this website.
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