Introduction
The Predictive Index (PI) is a talent optimisation platform that provides scientifically-validated assessments to help organisations understand workplace behaviour and cognitive abilities. These assessments, specifically the PI Behavioural Assessment and the PI Cognitive Assessment, are used by employers to gain insights into a candidate's fit for specific roles. For individuals preparing for these assessments, understanding the structure and content is crucial. The provided source material outlines the nature of these assessments and offers details on free practice materials. This article will explore the available information on free sample questions and practice tests for the Predictive Index Behavioural Assessment, based exclusively on the data from the referenced sources.
Understanding the Predictive Index Assessments
The Predictive Index offers two distinct assessments that provide a comprehensive understanding of a candidate's cognitive abilities and behavioural traits. According to the source material, these assessments are designed to reveal how a person thinks, learns, and is likely to behave in a work environment. They are not traditional tests with right or wrong answers but rather tools to uncover individual strengths, preferences, and alignment with specific roles (Source 1).
The PI Behavioural Assessment
The PI Behavioural Assessment is a quick, online test that helps understand personality in the workplace. It typically takes about six minutes and asks two main questions. The first question relates to how an individual thinks others expect them to act, and the second is about how they really see themselves. By examining both, the test aims to provide a clear picture of how the person is likely to behave at work (Source 1).
The assessment questions are linked to five key factors: Dominance, Extraversion, Patience, Formality, and Objectivity. These factors help determine an individual's preferred ways of working and making decisions:
- Dominance: Assesses the degree to which an individual seeks to control their environment. It measures how assertive, competitive, and independent a person is. Those with high dominance tend to take charge and make decisions, while those with low dominance may prefer collaboration (Source 1).
- Extraversion: Indicates energy levels and stamina. A high score in this factor suggests a greater ability to remain active without stress over long periods (Source 3).
- Patience, Formality, and Objectivity: While not detailed in the provided chunks, these are listed as the other key factors the assessment measures (Source 1). The source notes that a "subjective nature" means involving emotion in decisions, whereas "objective" means relying on facts and data (Source 3).
The results from the Behavioural Assessment are compared with a Reference Profile, which serves as a reference point for employers to indicate the most suitable profile for a particular job (Source 2). Some example reference profiles mentioned include Analyzers, Controllers, Specialists, Strategists, Venturers, and Individualists, each with distinct workplace tendencies (Source 2).
The PI Cognitive Assessment
The PI Cognitive Assessment evaluates an individual's ability to think quickly, solve problems, and grasp new information. It includes questions related to numerical, verbal, and abstract reasoning. Success in this assessment requires sharp analytical skills and the ability to recognise patterns and connections (Source 1).
The Cognitive Assessment consists of multiple-choice questions. For example, a sample question asks test-takers to choose the word most nearly opposite to "COMMEND," with "criticize" being the correct answer (Source 1). Another sample involves identifying which figure below a line does not share a common feature with the figures above it (Source 1). The source material emphasises that since there is no penalty for incorrect answers, it is better to guess if unsure (Source 1).
Free Practice Materials and Sample Questions
For those seeking to prepare for these assessments, the provided source material mentions the availability of free practice tests and sample questions. These resources are intended for tutoring purposes and to help individuals become familiar with the test format and content.
Accessing Free Practice Tests
One source explicitly mentions a "Free Predictive Index practice assessment test" designed to help individuals understand what the Predictive Index (PI) Cognitive & Behavioral Assessments will be like by practicing with sample questions (Source 1). It is noted that iPREP, the provider of this practice material, is not affiliated with the Predictive Index Company (Source 1).
The source also encourages individuals to take a "Free PI Behavioral Sample Test" to match their score with a suitable reference profile and see how their profile responds to their answers (Source 2). This suggests that free sample tests are available to help individuals gauge their potential results.
Sample Questions for the PI Behavioural Assessment
The PI Behavioural Assessment does not use traditional multiple-choice questions. Instead, it uses a free-choice response format where individuals mark adjectives on a checklist (Source 3). The source material highlights a critical point regarding the preparation for this assessment: the number of adjectives marked impacts the profile's accuracy. Marking too few (6 and below) or too many (80 and above) adjectives can lead to less accurate calculations and may be perceived as indicators of a potential problem (Source 3). For instance, marking too many adjectives might suggest a person is "all over the place," while marking too few might imply they are very closed and unable to reflect on themselves (Source 3).
While the provided chunks do not list specific adjective checklists, they do mention that other free personality tests are available that, although using questions rather than free-choice checklists, provide results and feedback similar to the PI (Source 3). Taking such personality tests is recommended to build confidence and improve performance on the real assessment and subsequent interviews (Source 3).
Sample Questions for the PI Cognitive Assessment
The source material provides two explicit sample questions for the PI Cognitive Assessment, both related to its verbal and abstract reasoning components.
Verbal Reasoning Sample: "Choose the word that is most nearly opposite to 'COMMEND':"
- Options: comply, certify, criticize, prevail, dissuade
- Correct Answer: criticize
- Explanation: "Commend" means to praise formally or officially. "Criticize" is exactly the opposite – it means to indicate the faults of someone or something in a disapproving way (Source 1).
Abstract Reasoning Sample: "The two figures above a line share a common feature. One of the figures below does NOT share this same feature. Which figure below does NOT share this common feature?"
- Correct Answer: A (as per the source)
- Explanation: One common feature of the shapes above the line is the two small equilateral triangles (Source 1).
These samples illustrate the type of logical and reasoning challenges presented in the Cognitive Assessment.
Administration and Practical Considerations
Understanding the administration process is part of effective preparation. The Predictive Index assessments are typically administered online and can be taken at a location specified by the employer or remotely, depending on the organisation's preferences (Source 1). The schedule is usually determined by the employer or hiring organisation, with candidates being informed of the date and time in advance (Source 1).
Both assessments are computerized. The Behavioural Assessment uses a free-choice response format, while the Cognitive Assessment consists of multiple-choice questions. Since the tests are computerized, pen and paper are generally not required (Source 1). However, it is advisable to check with the test administrator for any specific requirements or allowances (Source 1).
Regarding cost, the cost of the assessments is typically covered by the employer or hiring organisation. Candidates are usually not required to pay for taking the tests (Source 1). The retake policy may vary by organisation. Some may allow retakes, while others may have specific guidelines or restrictions. It is essential to inquire about the retake policy with the test administrator or employer (Source 1).
For test day, the source material offers some practical tips. Since there is no penalty for incorrect answers, it is better to guess if unsure. If anything is unclear, test-takers are advised to ask the test administrator for clarification, whether about the test procedure or the environment, to ensure they are comfortable before starting (Source 1). The advice is to approach the Behavioural Assessment with authenticity and the Cognitive Assessment with focus and strategy, as the assessments seek to uncover natural behaviour and cognitive abilities (Source 1).
Conclusion
The Predictive Index Behavioural and Cognitive Assessments are tools used by employers to understand candidate suitability for roles. Free practice materials, including sample questions and tests, are available to help individuals prepare. For the Behavioural Assessment, preparation involves understanding the five key factors and the importance of responding authentically and in a balanced manner when marking adjectives. For the Cognitive Assessment, practising with sample questions on verbal, numerical, and abstract reasoning is beneficial. The assessments are typically administered online by employers, who usually cover the cost. Individuals should seek clarification from their test administrator on specific procedures and policies.