You've made it through the phone screen, aced the first interview, and now you're staring at an email asking you to complete a "Predictive Index Assessment" before your next round. Your mind races with questions: What is this test? How do I pass it? Will they use it to pigeonhole me?

If you're feeling anxious or skeptical about this step in the hiring process, you're not alone. Many candidates view these assessments with suspicion, with some calling them "ducking useless bc everyone lies" or worrying they'll be used to "not allow them to advance" in their careers.

This article will demystify the Predictive Index (PI) Behavioral Assessment, breaking down what it measures, how it works, and providing a clear strategy to prepare authentically—without feeling like you have to fake your personality. The goal is to help you present the best version of yourself for the role you want.

Remember, assessments should be a supplementary tool for decision-making, not the sole determinant of your candidacy. We'll show you how to handle it effectively, regardless of how the employer ultimately uses the results.

What Exactly is the Predictive Index (PI) Assessment?

The PI Behavioral Assessment is an untimed, free-choice, stimulus-response tool that measures your natural behavioral drives and needs. It is not a pass/fail test. Instead, it assesses your natural strengths and matches your behavioral profile to a job's requirements to predict "job fit" and potential "team dynamics."

Despite some skepticism, the assessment has established credibility in the HR world. It's backed by 65 years of scientific research, has been administered over 37.5 million times, and has undergone 383 validity studies. Approximately 2.5 million people take the assessment annually.

So why do employers use it? They're trying to assess your "core underlying drives" and understand your instinctive, hardwired behaviors. In theory, this cuts through the "aspirational traits people often project in assessments" and helps them predict how you might behave in specific work situations.

Decoding the Assessment: How It Works and What It Measures

The Format: Two Simple Checklists

The assessment is refreshingly short, typically taking less than 10 minutes to complete. It consists of two pages, each with the same list of 86 adjectives:

• Page 1 (The "Self-Concept"): You select adjectives that describe how you are expected to act by others at work.

• Page 2 (The "Self"): You select adjectives that describe who you believe you truly are.

One common pain point candidates mention is the ambiguity—"It's designed so that you don't know what answers are the 'right' answers." That's intentional. The analysis looks at both the adjectives you choose on each list and the differences between them.

The Four Key Behavioral Drives (The "ABCDs" of Your Profile)

The PI assessment measures four primary factors that determine workplace behavior:

1. Dominance (A): Your drive to influence people or events.

   • High-scoring traits: Assertive, confident, forceful.

   • Low-scoring traits: Cooperative, accommodating, compliant.

2. Extraversion (B): Your drive for social interaction.

   • High-scoring traits: Outgoing, sociable, influential.

   • Low-scoring traits: Introspective, serious, private.

3. Patience (C): Your drive for consistency and stability.

   • High-scoring traits: Calm, easy-going, steady.

   • Low-scoring traits: Intense, urgent, rushed.

4. Formality (D): Your drive to adhere to rules and structure.

   • High-scoring traits: Organized, serious, vigilant.

   • Low-scoring traits: Flexible, impulsive, informal.

For a deeper understanding of these factors, check out the four key factors that determine workplace behavior.

The Outcome: 17 Reference Profiles

The combination of these four drives results in one of 17 Reference Profiles, which fall into four categories:

• Analytical (Analyzer, Controller)

• Social (Captain, Altruist)

• Stabilizing (Guardian, Craftsman)

• Persistent (Individualist, Scholar)

To explore these profiles in detail, visit the 17 Reference Profiles.

Your Game Plan: A 3-Step Strategy for Authentic Preparation

The key to success with the PI assessment isn't trying to game the system—it's "strategic honesty." Here's how to prepare effectively without misrepresenting yourself:

Step 1: Become a Detective—Analyze the Role and Company Culture

This is the most critical step. Before taking the assessment:

• Study the job description thoroughly, highlighting keywords that map to the four PI factors. For example:

  • "Fast-paced environment" suggests low Patience

  • "Collaborate across teams" indicates high Extraversion

  • "Detail-oriented" points to high Formality

  • "Take initiative" suggests high Dominance

• Research the company culture through their website, social media, and employee reviews on platforms like Glassdoor.

Getting this wrong can have real consequences. As one candidate shared: "The HR person called me to basically say I'm resending the assessments and because it's a more independent role it looks like you picked a lot of teamwork etc."

Step 2: Know Thyself—Practice Strategic Self-Reflection

• Be authentic, but focus on emphasizing the true strengths that align with the role.

• Consider taking other personality assessments to get familiar with descriptive language and self-analysis:

  • Try a free Myers Briggs Test

  • Or the 16PF Test

• Reflect on past work experiences:

  • When were you at your best?

  • What environments have you thrived in?

  • How do these experiences demonstrate the traits needed for this role?

Step 3: Eliminate Surprises—Familiarize Yourself with the Format

• Take practice tests to reduce anxiety and build confidence with the adjective checklist format.

• Try a Free PI behavioral assessment practice test to get comfortable with the structure.

On Test Day: Pro-Tips and Pitfalls to Avoid

Best Practices

• Aim for the Sweet Spot: Select between 20 to 50 adjectives on each list to ensure your results are statistically valid. Too few or too many can skew your results.

• Maintain Consistency: While your "Self-Concept" list (expectations) can be tailored to the role, it shouldn't be drastically different from your "Self" list (your true nature). A huge gap can be a red flag to recruiters, suggesting you might struggle to maintain the expected behaviors over time.

• Don't Overthink: The assessment is designed to capture your instincts. Trust your gut and complete it relatively quickly—most people finish in under 10 minutes.

Common Pitfalls

• Trying to "Game" the Test: Remember, there is no single "best" profile. It's about the match between your profile and the job. A company looking for an innovative "Maverick" won't be a good fit for a stable "Guardian," and vice versa.

• Over-clustering Adjectives: Avoid picking every single synonym for a trait (e.g., all adjectives related to being sociable). This can make your profile appear one-dimensional and skew the results.

• Forgetting the Follow-Up: Be prepared for a behavioral interview where the hiring manager uses your results to ask targeted questions. Study the PI Interview Guide to prepare accordingly.

Beyond the Test—Making the Results Work For You

The PI assessment is just one data point in the hiring process. It's a tool, not a definitive judgment on your abilities or potential.

Many candidates express frustration with the assessment, noting that "the worst part about these tests is they don't account for the fact people adapt to the roles they're in." This is a valid critique, but it's also worth considering that the assessment might help you find a role where you don't have to significantly adapt or strain yourself to fit in.

Instead of viewing the PI as just another hurdle to clear, try approaching it as an opportunity for self-discovery. The insights it provides might help you identify roles where your natural strengths can shine, leading to greater job satisfaction and career success.

By understanding the process and preparing strategically, you can confidently navigate the PI assessment and move one step closer to landing a job where you can truly thrive.

Remember, the best jobs aren't just about what you can do—they're about who you naturally are. The right employer will value your authentic self, not a fabricated version designed to pass a test.

So take a deep breath, approach the assessment with informed confidence, and let your true strengths guide you to the right opportunity.

Frequently Asked Questions

What is the Predictive Index Behavioral Assessment?

The Predictive Index (PI) Behavioral Assessment is a tool used by employers to understand your natural behavioral drives and needs in a workplace context. It is an untimed, free-choice assessment that helps predict job fit by matching your innate behaviors to the requirements of a specific role.

How can you pass the Predictive Index assessment?

You "pass" the Predictive Index assessment by demonstrating a strong behavioral match for the role you're applying for, not by achieving a certain score. The key is strategic preparation: thoroughly analyze the job description to understand the required traits (e.g., collaboration, independence, attention to detail) and then honestly highlight the aspects of your personality that align with those needs.

Can you fail the Predictive Index assessment?

No, you cannot technically fail the PI assessment because it is not a pass/fail test. However, your results can indicate a low "job fit," which might lead an employer to conclude you are not the right behavioral match for the position. The goal is to find a role where your natural style can thrive.

Should I be honest or answer based on the role I'm applying for?

You should aim for "strategic honesty" by being authentic while emphasizing the strengths that genuinely align with the role. While you should tailor your "Self-Concept" (how you're expected to act) to the job, it should not be drastically different from your true "Self." A large gap can be a red flag, suggesting you might not be happy or successful in the role long-term.

How long does the PI assessment take to complete?

The PI assessment is untimed but typically takes less than 10 minutes to complete. It consists of two checklists of adjectives, and you are encouraged to answer based on your instincts rather than overthinking your choices.

What do the results of the PI assessment look like?

Your results are compiled into one of 17 "Reference Profiles," which describes your workplace behavior based on four key drives: Dominance, Extraversion, Patience, and Formality. Recruiters use this profile to compare your natural behaviors against the target profile set for the job and to generate targeted questions for your next interview.

Have you taken the Predictive Index Assessment as part of a job application? Share your experience in the comments below!