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Introducing the Predictive Index Reference Profiles
Introducing the Predictive Index Reference Profiles When it comes to understanding workplace behavior, simplicity matters. That’s where the ...
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How to Prepare and Succeed on the Predictive Index Assessment
When it comes to understanding workplace behavior, simplicity matters. That’s where the Predictive Index (PI) Reference Profiles stand out.
Reference Profiles are a shorthand way to interpret the more complex four-factor model behind PI:
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Dominance (A) – drive for results and control
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Extraversion (B) – social energy and communication
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Patience (C) – pace, consistency, and steadiness
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Formality (D) – structure, rules, and precision
Rather than forcing leaders, managers, and individuals to memorize endless factor combinations, PI Reference Profiles group behavioral patterns into easy-to-remember profiles that make behavior practical and actionable from day one.
Who is the Predictive Index?
The Predictive Index is a behavioral and cognitive assessment platform used by organizations worldwide to understand employee motivations, communication styles, and work preferences. Their tools help employers match people to roles where they are most likely to succeed and enjoy their work.
What is a Behavioral Assessment?
A behavioral assessment measures natural tendencies and behavioral drives, not your skills or knowledge. The PI Behavioral Assessment evaluates factors like:
- Dominance (A) – drive to lead and influence
- Extraversion (B) – social energy and communication style
- Patience (C) – consistency and stability
- Formality (D) – attention to rules and structure
Why Do Employers Use a Behavioral Assessment?
Employers use the PI to:
- Predict job success by identifying traits aligned with the role
- Improve the onboarding experience by understanding how to support you
- Highlight potential areas of struggle and determine how best to support your growth
It’s important to note: your hiring decision will never be based purely on your PI results. Employers also consider experience, skills, culture fit, and qualifications.
For a deeper dive into this, check out our video on Head, Heart, Briefcase (link in comments).
Why It’s Not Wise to Cheat the Assessment
The PI is designed to highlight your natural tendencies. If you misrepresent yourself to match a job, you may:
- Struggle in the role
- Find less satisfaction or engagement
- Reduce long-term success
Instead, focus on preparation and understanding, which gives you the best chance to succeed authentically.
Steps You Can Take to Prepare
- Watch the “What is PI Hire” video
- Review Head, Heart, and Briefcase to understand PI’s behavioral framework
- Watch “What is PI Inspire” to see how assessments support growth and performance
- Ask for your full Behavioral Assessment report (if possible) to review your results
- Request the job report and alignment to understand how your traits match the role
- Ask for the interviewee’s BA report and recommendation guide to prepare for the collaborative discussion.
- If the employer has Design software, ask for a review of the current team. This tool shows the team composition, reference profiles, and gaps, helping you understand team dynamics
- Prepare examples of your strengths.
- Prepare examples where you’ve managed or adapted to challenges—demonstrating awareness and coping mechanisms
- Adapt to interviewers’ behavioral communication preferences—reference PI Hacks videos on Reference Profiles
- If the role isn’t a perfect fit, ask about the PI tool’s job matches feature to explore alternative opportunities
Conclusion
The Predictive Index assessment is a tool to help both you and the employer succeed. Preparation, awareness, and authenticity are key. By reviewing your profile, understanding the role, and preparing examples, you position yourself to stand out confidently and demonstrate both your strengths and self-awareness.
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Introducing the Predictive Index Cognitive Assessment
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