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Content Table:

  1. What Is the PI Behavioral Assessment?
  2. Free Personality Test
  3. What the PI Test Measures
  4. Predictive Index Test Sample
  5. Predictive Index Scoring Explained
  6. How to Answer the Test
  7. PI Affiliates & Partners
  8. FAQs


What Is the PI Behavioral Assessment?

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

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

Test Structure – The test is broken down into 2 pages, each page containing a list of 86 adjectives, for a total of 172. 

The first page focuses on how you as an employee adapt to new situations in a work environment; the second, while the second evaluates you from the perspective of an employer.

Free Personality Test

This test is a different format than the PI Behavioral test but should still give you important insight into the mechanism of personality tests

Test Time No Time Limit
Questions 23
Pass Score No Pass Score


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 test attempts to do so by measuring 4 primary attitudes and personality characteristics associated with certain workplace behaviors.

 what does predictive index test measure

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 low on this dimension are agreeable, cooperative, and accommodating.


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 bases on data. Individuals with a low score make decisions based on intuition and personal opinion.

PI Test Sample

The PI test questions ask you to check boxes next to different qualities that you believe relate to you.

Below is a real sample of the test structure as it will appear on your PI personality test:

predictive index test sample

Each adjective on the Predictive Index Behavioral Assessment is related to one or more of the 4 PI primary factors. There are 22 dominance, 21 extroversion, 22 patience, and 21 formality adjectives.

Below is an example of some adjective divided into the 4 PI factors:





















You'll have to mark these adjective twice on 2 different pages.

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.


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How to Understand Predictive Index Scoring & 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.

There are no right or wrong answers. However, the company will use your answers to build a behavioral picture of your personality type to see how you would fit into the position and the organization you applied for.

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

To control your score, you must recognize to which factor each adjective belongs with respect to the specific job you're 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.


Predictive Index Personality Profiles & How they Influence Your Application Success

The results of the Predictive Index come in the form of a personality profile, which is represented on a graph. 

predictive index test scoring results

After answering the PI exam questions, your results are scored and put into 3 personality profiles, based on their selection of adjectives and patterns of workplace behavior.  

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.


Take a look at the following video for a live analysis of  the PI test score report:

For a more personal take on PI Behavioral results listen to what this guy has to say:

How to Answer the PI Behavioral Assessment & Get the Job

Different positions require different personality types. Thus, employers are looking for specific characteristics in applicants to fill specific roles.  

To get the right score you'll have to find-out which specific features employers want for the position you are applying for.

This will require you to look for clues within the company website or the job requirements as listed on job boards or the company's application page.

We've already done the heavy lifting for you by providing general instructions by job type.

Preparation for the following job types are available in our PI test prep guide (ordered A-Z):

Accountant Conveyor Line Worker Line Manager Salesperson
Auditor Data Entry Clerk Nurse Secretary
Bank Teller Directing Manager Personal Assistant Service Personnel
Call Center Representative Entrepreneur Psychologist Social Worker
Clerk Inspector QA Analyst Therapist

The full Predictive Index Test PrepPack™ consists of specific PI-BA 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.

improve your score with tailored PLI test prep

Access Practice Material Tailored by Position
& Learn What to Do to Get the Right Score for the Job

Over 70,000 Job Seekers Use Our Practice Every Year to Surpass Their Competition and Get the Job.

Predictive Index Affiliates & Partners  

If an organization requires you to take the Predictive Index Learning Indicator test, you will likely be asked to take the Predictive Index behavioral assessment as well.

Some of the dozens of industries that use the Predictive Index include financial, manufacturing, business, healthcare, hospitality, and transportation services.  

Some major Predictive Index certified partners:

North County Health Chevron Meridian Aya Healthcare
InterContinental Hotels Group River City Bank JDA Software  Red Gold




Here are some frequently asked question relating to what the PI Behavioral Assessment is actually measuring:

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.

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.

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.

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.

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