Predictive Index Assessment Guide: PI Cognitive vs PI Behavioral
Last updated: May 19th, 2026
The Predictive Index (PI) is a company that specializes in talent recruitment, using two unique exams: a behavioral assessment and a cognitive assessment. Which PI assessment are you taking?
PI Behavioral (BA)
A work-focused questionnaire designed to assign candidates one of 17 unique profiles.
PI Cognitive (PLI)
A fast-paced battery of cognitive ability questions. 50 questions, 12 minutes.
The Predictive Index (PI) is a well-regarded psychometric testing company that focuses on work-related needs like recruitment and employee development. It is best known for its pioneering PI behavioral assessment and its complementary PI cognitive test, both of which are typically taken online.
PI was founded in 1955, making it one of the oldest work-related testing companies on the market. Among its clients are major companies such as Maersk, DBS Bank, and IKEA.
Several agencies at the State of Arizona are also believed to use PI assessments during hiring to understand candidates’ workplace drives and identify their matching Reference Profiles.
Each of the Predictive Index Assessments is designed and regularly updated according to organizational psychology to measure different aspects of a candidate's fit for a given role.
Let's compare the two PI tests:
| PI Behavioral Assessment | PI Cognitive Assessment (PLI) | |
| What it measures |
The PI behavioral looks at workplace personality, individual drives and motivators, and work style. It helps employers match candidates to jobs they'd like and be good at. |
The PLI focuses on cognitive ability, problem-solving, and functioning under time pressure. It provides employers with an estimate of a candidate's ability to learn, think on their feet, and handle complex tasks. |
| Format | Adjective-based questionnaire: choose the adjectives that describe you. | Multiple-choice questions. |
| Timing | Untimed, usually takes about six minutes. | Timed: 50 questions in 12 minutes |
| Question types | Choosing adjectives based on how you see yourself and how others see you. | Numerical, verbal, logical, amd abstract reasoning questions. |
| Is there a "good" score? | There's no passing and failing, but your results show your fit for the role. | Yes, you must pass above a certain score to get the job. |
The PI Behavioral Assessment is meant to provide insight into a job candidate's workplace behavior. This includes their communication style, decision-making process, work pace, and ethic, as well as the role on a team that fits them best.
It's used for hiring, but your profile will stay in the system even after you've been engaged by the company, and could inform future employee development. For example - would you be a good candidate for promotion into a leadership position?
The PI Cognitive Test, formerly known as the Professional Learning Indicator (PLI), is an intensive battery of 50 cognitive questions. According to Predictive Index, its intended purpose is to measure a candidate's learning agility and decision-making skills. It doesn't ask you any specific questions about the role you're getting into - it's more about seeing how quickly and easily you grapple with new concepts and unfamiliar tasks.
Read our PI Cognitive Test PDF guide
It's common for employers to use the PI Cognitive and PI Behavioral Assessments together, pairing a look at how you think with a look at how you tend to act at work. If your invitation mentions a timed set of questions alongside a list of adjectives to choose from, or it just doesn't say which PI test you're taking, it's worth preparing for both.
The two assessments measure completely different things, so practicing for one won't carry over to the other. The PI Cognitive Assessment rewards speed and accuracy under a tight time limit. The PI Behavioral Assessment rewards a thoughtful, consistent approach to choosing adjectives that fit both you and the role. Getting ready for each one takes a different kind of practice.
Our Predictive Index Bundle combines both prep courses into one PrepPack™, so you can build your cognitive speed alongside your behavioral strategy from a single dashboard instead of juggling two separate courses.
Each of the two PI assessment tests is scored differently.
For the cognitive assessment, scores range from 100 to 450, with 250 representing the average across all test-takers. The 250 score corresponds to a raw score of about 20 out of 50 questions answered correctly, so if you pass that, you'll be above average. That doesn't mean you pass, however. Every company sets its own passing threshold for each job.
The behavioral assessment doesn't really have a traditional scoring system with "good" and "bad" results. Your personality profile is either a good fit or not for the role, but no profile is inherently negative. You'll want a result that reflects the values your employer cares about, but you also want to be honest. Don't get stuck in a job that doesn't fit you, drives and values.
Find out which PI test you'll be taking.
For the behavioral assessment, learn the behavioral factors on which the test is based. Then, research the company and the role, and understand the expectations.
For the cognitive assessment, practice timed cognitive questions and improve speed across numerical, verbal, and abstract reasoning. You can use our prep course.
If you're taking both PI assessments, use our bundle course for an all-inclusive practice.
The easiest way to know which Predictive Index test you’ll be taking is to check the wording in your invitation email or employer instructions.
Employers may refer to the test by different names, so it is important to look for clues:
| The PI Cognitive Assessment | PLI, 50 Questions in 12 Minutes, Predictive Index Learning Indicator |
| The PI Behavioral Assessment | Workplace behavior test, adjectives, personality test |
If the invitation only says “Predictive Index Assessment” or “PI Assessment,” check whether the email includes a time limit, sample instructions, or a test description. When in doubt, it is best to prepare for both, especially if the role involves both personality fit and cognitive ability screening.
