The PI Behavioral Assessment is an untimed, free-choice, stimulus-response tool that measures an employee’s natural behavioral drives and needs. It’s also far more than a personality test.

PI is your superpower: It lets you understand complex human behavior in six minutes or less—simply by answering two questions. Use the results to predict how individuals will behave in given situations, so you can make great hires, build winning teams, and more.

Those who take the PI Behavioral Assessment are presented with two questions, each pertaining to a single shared list of adjectives. 

The first question asks assessment takers to select adjectives that describe the way in which they’re expected to behave at work. The second question, by contrast, asks them to select the adjectives they’d actually use to describe themselves.

Each adjective is associated with one of the four key factors that determine workplace behavior: dominance, extraversion, patience, and formality.

Once the survey is completed, assessment takers are assigned one of 17 Reference Profiles—a snapshot of the way they naturally think and work.

The PI Behavioral Assessment measures four key behavioral drives:

Dominance is the drive to exert influence on people or events.

Extraversion is the drive for social interaction with other people.

Patience is the drive to have consistency and stability.

Formality is the drive to conform to rules and structure.

These four drives, or “factors,” provide a powerful framework for understanding employee behavior within the workplace.

A behavioral assessment, true to its name, is a tool that measures a person’s natural behavioral tendencies. 

Behavioral assessments originated during World War I as a means of measuring neurological stress in soldiers. Today, these assessments are used far more broadly to understand what makes people tick.

Within the workplace, a behavioral assessment is a powerful way to improve any organization’s odds of success. It’s proven to help hiring managers predict on-the-job success (especially when paired with an understanding of cognitive ability). 

Beyond hiring, behavioral assessments can help managers build team cohesion, improve one-on-one communication, and create a culture of self-awareness.

With great data comes great responsibility. It’s incumbent upon hiring managers to select a behavioral assessment that is scientifically validated for hiring. It’s also critical that this assessment is administered fairly, and that it’s considered just one of many data points used to inform a hiring decision.

Otherwise, assessment administrators run the risk of hiring bias, as well as adverse impact.

Unlike other behavioral assessments on the market, the PI Behavioral Assessment has been certified by third-party reviewers as a valid, fair, and reliable tool to use when hiring.