But why would that be? Neither the behavioral nor the cognitive assessment is a test that you pass or fail, but understanding your Predictive Index scores gets easier with the proper context. These questions are made up to assess your ability to rapidly handle numerical problems featuring percentages, fractions, ratios, algebra, data interpretation, and number sequences. A business manager role would also be a great option to consider if you are a specialist. I would investigate the HR world if this is you! The groupings are rooted in science, but like any behavioral data point, a Reference Profile is only as useful as the other data its applied alongside. You could adapt well in several positions, whether it be customer service or arts and entertainment. Or will you become disengaged quickly and not perform results for your company? I would like to receive marketing emails from The Predictive Index. Predictive Index has identified 17 reference profile types, grouped into four main categories. If you are an individualist, this may be a good avenue for you to consider! Learn more on our Predictive Index Test Scores Page. Predictive Index collects inputs subjectively as perceived by each stakeholder. They instill that resilience in their employees. Altogether, they are easy to reference groupings of the characteristics of people who have similar drives. As a leader, this is invaluable. The Predictive Index, 2023. You can have up to 100 scoring profiles within an index (see Service Limits ), but you can only specify one profile at time in any given query. A Strategist is results-oriented, innovative and analytical with a drive for change. The Predictive Index offers a Behavioral Assessment that is an EFPA-certified instrument and takes about 6 minutes to complete. The PI is a customizable, bias-free assessment used by employers to provide managers with data quantifying the unique.. 2. And we can lead our people so that they feel empowered. What Is Predictive Index (PI) Test?In simple terms, the Predictive Index (PI) test is an evaluation test that aligns business strategy with people strategy for optimal business results.The PI test used to be known as a Professional Learning Indicator (PLI) test.They typically serve as a personality. Considering if your personality type matches your job is an extremely valuable exercise and is often overlooked. Self-starting, self-motivated, risk-taker with strong goal-orientation. Each factor is given equal weight in the final behavioral match score. Predictive Index Reference Profiles Above all else, if you're using assessments in the workplace, it's imperative to remember that with great power comes great responsibility. The following are the three categories of questions with each devoted to one of the reasoning types: These types of questions are drafted from short passages to assess your comprehension skills. Over time, the predictive Index cognitive assessment (PICA) has been the preferred choice where you are allowed to choose as many or few word forms as you deem fit. Sales executives are often tasked with guiding the overarching sales strategy of the company as a whole, while sales managers are responsible for the day-to-day management and success of the sales staff. The Reference Profiles in the Stabilizing group are generally steady, detailed, and work well with structure and processes. After a candidate takes the assessment, we assign them aReference Profile. Scaled scores are calculated to be comparable and standardized for everyone. This Is Why. Nov 12, 2021 | Steve Lowisz, Talent Optimization. Congenial and cooperative with an efficient, precise, work ethic. I would like to receive marketing emails from The Predictive Index. Another option would be to investigate the consulting world. You may unsubscribe from these communications at any time. The PI Cognitive Assessment is a timed assessment that takes 12 minutes to complete. All rights reserved. Specifically, it was used to develop the norm tables that allow us to score behavioral assessments, compute workplace behavior factor patterns, and develop our 17 Reference Profiles. Match those results to your Job Target to create your interview shortlist. Define performance metrics and use those for goal setting. It contains verbal reasoning, numerical reasoning, and abstract reasoning questions. Article authored by Qualigence CEO & Founder Steve Lowisz. people belonging to these profiles are very detail oriented, and prefer having high levels of control over their work. A few industries to consider Project Management, logistics, finance, accounting & managerial positions. Jobs that fit this profile type include; different sales or account management positions that have quotas to be met or possibly staffing and recruiting positions. Theyll define (or refine) your organizations sales strategy, and implement new sales processes. They often take on a leadership role quite naturally even before they are promoted by leading groups. Trading is described as making large bets, which is similar (analogous) to a gamblers main activity of gambling. With great power comes great responsibility. Do you have a desire to move the organization forward and constantly solve problems within the company? Assessments can aid in hiring decisions, so long as their utility is strictly job-related, and not in any way discriminatory. For this reason, candidates need to prepare well for the predictive Index test. Mavericks, Captains, and Persuaders want to feel that this job is worth their effort and will challenge them. Within the 17 Predictive Index profiles there is a further division into four types of profiles, which group together the types that have similar scores in the four predictive index factors. In a similar vein, technology provides hiring managers with the ability to leverage data to predict candidate job fit. They are visionaries and have high aspirations. John Holland believed that there are only six basic personality types: the realistic, the investigative, the artistic, the social, the enterprising, and the conventional. The Behavioral Assessment is EFPA-certified and is used to understand what drives their employees and candidates. Experience the power of the worlds leading talent optimization platform, Call Support: 877-235-1541 Call Sales: 877-421-3717. None of the trademark holders is affiliated with JobTestPrep or this website. From the image above, the circle maintains the same position in the top right segment for one turn and is not present for the following three turns. **This position is contingent upon contract award** Responsibilities. Please check your email for your account information. They can be described as independent and strong-willed and constantly raising the bar for their organizations. Skeptical while respecting authority. This is great news for your succession planning. These individuals listen more than they talk and are reliable workers. A person who has high aspirations and takes risks! I would like to receive marketing emails from The Predictive Index. Predictive Index profiles help you do just that. They are also more willing to take risks than many other Reference Profiles. Akshad Singi. Adapters can take on different types of roles. Management Workshops & Consulting Services, Get Your PI Talent Optimization Certification. You can think of these as easy-to-reference groupings of the characteristics of people who have similar drives. Sales managers and sales executives often have overlapping tasks and responsibilities as senior members of the sales department, but there is one major difference between the two titles. A person who is always willing to accept a challenge. They are also more willing to take risks than many other Reference Profiles. It measures motivating drives and needs. Below are the strong characteristics of a strategist. Industries to look at may include; office management, administrative roles, and human resources. It can be tempting to trust your gut about a candidate, but that opens you up to bias, a potential mishire, and a whole lot of headache. . Land interviews 3x faster while submitting fewer resumes. Powered by 65-plus years of behavioral science, PI gives you deep insights into how people work and thrive. What are some ways youve used metrics or data to drive toward goals? They are popular and widely loved. She's the only Erin Balsa on LinkedIn. They are someone who brings reliability to the workforce. Here are some bullet points you cancopy and pasteinto your sales manager job listing: Social Reference Profiles love to chat. Erin heads up content marketing at PI. While the CA is a criterion-referenced assessment (meaning candidates are compared to a job target, rather than compared to each other), the Reference Group was used to develop job function mean scores in the Target Scoring Guide. One of a kind culture with dedicated Diversity, Equity, and Inclusion Specialist and Inclusion Council. As Vice President of Professional Services, I: Serve our 1,000+ Talent Optimization Consultants around the world Empower our consultants with the knowledge, skills, and tools they need to serve . All Rights Reserved. The Predictive Index scores from candidates are essential for effectively narrowing a group of applicants while eliminating any bias unaware to the employer. Communicating directly, using facts and informal language. I would investigate the HR world if this is you! If you fall under the persistent category type you are typically a confident, analytical, strong-minded individual who approaches challenges with confidence, consistency, and organization. The sales department is often the most results-driven department in the company, and for good reason. On this page we will review all 17 Predictive Index personality types and the four reference profile categories, and explain what the four Predictive Index behavioral assessment factors are and how they fit into each of the reference profiles. Dominance, Extraversion, Patience and Formality. I would like to receive marketing emails from The Predictive Index. Learn to familiarize yourself with the question types. If it does not fall within the range, the factor is evaluated against the target on a sliding scale in which the match score is lowered as the candidates score grows further from the target range. Formality: This drive demonstrates an individuals ability to conform to rules and structure. They love risks and the opportunity to make their mark, so tell them the revenue goals you have set for the upcoming quarter or year. Guardians tend to bring precision and structure to their place of work. Use PI to find, assess, and hire top talentwith confidence. Typically, persuaders do not like to hear the word no. This being said, a sales role would be great for a persuaded! For example, the Collaborator reference profile indicates a high extraversion drive and a low formality drive. Predictive Index profiles are a key part of the PI platform. NID: 6 months: This cookie is used to a profile based on user's interest and display personalized ads to . Would you consider yourself to strive in social settings? The Predictive Index tests are scored differently from other assessments, as the ideal result differs according to job function. . Management Workshops & Consulting Services, Get Your PI Talent Optimization Certification. Join 150K+ business and HR leaders and stay up to date with our top resources. View our Privacy Policy. Looking to find out more information on a specific Reference Profile? Cognitive ability is the only predictor that reflects an individuals performance in the workplace. Were committed to your privacy. Have you ever thought to yourself, Am I in a career that fits my personality type? or thought, Am I wired correctly for this specific job? When looking for a new position, there are several factors that come into play. An excellent predictive index score is anchored on the scale score, a percentile grade of the raw CA scores ranging between 100 to 450. Candidates with high scores would be considered to advance to the next stage in the recruitment process. The concept here is that PICA and PIBA can influence great teamwork and improve an employees skill set accordingly. Operators are informal, relaxed, and reliable individuals. Theres no productivity on a sales team without buy-in and trust. Scaled scores were developed because raw scores are not always comparable from person to person, depending on which revision of the assessment was taken or whether the respondent received an extended time accommodation. The assessment has 50 questions and is to be attempted within 12 minutes. So, youve administered or taken a Predictive Index Behavioral Assessment or Cognitive Assessment. If so, you are more than likely an individualist. Predictive Index test scores in the behavioral test are very different than those in the cognitive test. No Persuadersare the pied pipers of sales leadership. These show us where the employees strengths are and help ensure job fit. The Predictive Index helps eliminate that guesswork, and makes hiring intuitive and scalable. Rather, they are scored comparably to those who take the 12-minute CA. Assessments can aid in hiring decisions, so long as their utility is strictly job-related, and not in any way discriminatory. The Predictive Index cognitive assessment (PICA) is different in its style of inquiry as it provides proof about some assessment takers and gives more concrete answers than any other kind of personality assessment test. Coach employees by call shadowing, pitch sharing, and team role-playing. Within the stabilizing category, there are four different profile types: adapter, artisan, guardian, and operator. Let ourCEOMichaelHR-certified resume writerstake the guesswork out of resume writing by summing up and showing off your metric-driven experience and skills. In another case, your response could encourage other applicants based on the position they are applying for. Take a look at each of the 17 Reference Profiles and understand an individuals: Want to knowhow to best manage each of the 17 Reference Profiles? four in a bed contestant dies. Positions that would be good for a promoter profile include; public relations, marketing, social media, event and hospitality roles. Where these four factors lie in relation to the norm, and one another, provide a framework for understanding workplace behaviour of candidates and employees. That means candidates are compared to a job target (criterion) rather than being compared against each other (i.e., who scored the highest out of the pool). Each driver creates a need which causes people to engage in different behavior. Collaborators: These individuals are great team players! Click here for our PI behavioral assessment questions page. 200 Grand Rapids, MI 49503. 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