The PI Behavioral Assessment™ is a simple yet effective assessment that is broken down into four primary behavioral factors, or core drives. These core drives and their relation to each other create a behavioral pattern that provides a framework for understanding the workplace behaviors of candidates and employees. According to the vendor, the results allow users to better predict workplace behaviors and motivating needs. The PI Behavioral Assessment™ is a…
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Wonderlic Select
Score 10.0 out of 10
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The Wonderlic Select hiring assessments provide job-specific insights into a candidate's fit for a role. Using Wonderlic's multi-measure assessment approach gives HR teams the most accurate prediction of whether their candidate can do the job, wants to do the job, and how they'll do it. This approach aims to give greater insights into performance and retention.
Other assessments provide more than two questions [in] order to determine our candidate's skills. I do believe [some] variety might help Predictive Index Behaviour Assessment determine more accurate results since candidates would have to answer more questions about their …
Many years ago, I utilized Personalysis and it tended to put people into one of 4 main color groups. It also helped with knowing how to communicate with others. I like PI because there are so many Behavioral Profiles.
I have used MBTI, Strengthsfinder, Disc, Kolbe among others. I find they all have their place. PI was already in use at my company when I joined. However, as I became certified and used it more, I have found it very effective. The reports have just the right amount of …
I have only used PI. We assessed Culture Index recently to see if there were additional factors that would be helpful, however found it to be poorly worded and with significantly fewer resources for education, training and overall use.
The only other type of Behavioral Assessment I've used is the Strengths Finder and I don't know that I'd say it's anything like PI. It still gives us great information about a persons strengths but PI tells us more about a persons motivations.
DISC is similar but really only focuses on the employee in a business setting. The PI Behavioral Assessment looks at the employee as a person as well as an employee. It is not how you respond to a question but what attributes you have.
I haven't used any other assessments in the past, so I don't have anything to compare to...unfortunately. I think the PI is probably the strongest assessment out there, and most accurate. It's used worldwide, and has scientific backing to prove its validity. If I were to …
The other assessments that we examined felt more like an SAT exam than a recruitment tool. The results were difficult for our managers to read through and understand. There were a lot of words, with very little actually being said. The PI was succinct and precise.
From 2011-2016 we used DiSC and PI Behavioral Assessment together. We found DiSC to be more employee friendly, meaning employees don't need to be trainined administrators to understand their own report. However, our DiSC trained employee has left, and we opted to stick with …
We use multiple assessments for a variety of reasons. This one is the most versatile that we have. Others we use either for individual development or team development, but PI is the only one we use for Recruiting, individual development and team development.
We evaluated a number of alternatives. Most of them were cost prohibitive because they wanted to charge us per survey. We have a very seasonal workforce so that cost model was not going to work for us. With PI we have a fixed cost each year. Easy to budget... no guessing or …
Most of the other assessments in the marketplace are lengthy and complicated. The PI Behavioral Assessment is so user-friendly that many job applicants have told me they prefer it over other assessments they have taken. The other great thing about the PI assessment is that it …
The WonScore is quicker than the Watson-Glaser, CPI, and some of the other psychological testing is out there. The information provided helps to give a little insight into who the person is, what they need on the job and their capabilities to intellectually grasp the intent …
I have used Personnel Survey & Research Group tool (PSR), DISC, and Predictive Index (PI). None of them offer the balance of accuracy, valuable insights, and speed to results. The DISC system seems to be a simulation of the Predictive Index. The PI is the closest tool I have …
I migrated with Wonderlic from their paper system to the Wonscore [Pre-Employment Testing (formerly Wonderlic Employee & Customer Surveys)], so I didn't have to do a lot of compare/contrast with other products (not that many on the market all those many years ago).
Predictive Index has served us well so far in helping determine key personality traits of salespeople we hire. How will they sell? Is sales a good fit for them? We have not expanded to use it with other teams/depts yet. We primarily use the behavioral assessment (not cognitive).
Gave us GREAT information we wouldn't otherwise have had! This assessment is rooted in real research, holds up over time and helps get a picture of a candidate before they actually show up for work. The information in this assessment may help the employer understand what to expect in a given situation. It may also help them to understand where there may be a mismatch or disconnect for an individual in a given job. What great intel to have going into an employment relationship!
Gives us a Cognitive score. Candidates must be moderate in smarts. Nothing makes up for smarts but smarts isn't all.
Gives us a sense of their Motivation. Recent applicant for a graphic designer job wasn't motivate by jobs requiring "artistic expression." That raised some eyebrows.
And allows the candidate to describe what they like and don't like or their Personality. This is important to me as a supervisor. Allows me to consider whether I would be comfortable supervising a confrontational person, for instance.
The instrument has proven to be very predictive and I've used it for 5 years. For 20 years prior to that, I used the Wonderlic paper-based assessment (cognitive only).
In Beta -> Hire -> New Candidates - > I would like to see the ability to create 1 or 2 additional "Type" folders that can be customized for my company. By being able to do this, I can more efficiently manage my potential candidates, rather that every time I go to review a position, having to make these individual selections each time. I would like the favorite icon and the pass icon to remain; however find it extraneous to have to sort through these candidates each time.
It would be helpful to have more interpretive reports; integrate some of the scales if possible - do scores on one scale have implications for scores on another? Is there any relationship between the scales? I enjoy the anchors showing people with high/low scores may demonstrate certain characteristics; additional elaboration/narrative might be helpful.
Better understanding of the scales and why certain scales matter on some jobs, not others. What does it mean when a score has/does not have bearing on that particular job? Why/Why not?
Maybe include examples of the types of positions for which the scale scores have meaning beyond the particular job in question. This might help with succession planning and development planning.
Very easy to use for both administrators and those taking the assessment. This tool is really a game-changer for staffing, onboarding, and retention. It is like having a crystal ball sometimes with insights into the behaviors of job candidates and is critical for finding the right person for the right role.
Very friendly and intuitive user interface. it takes a lot of work to make something simple and effective. I have used many different software products over the years. Most products suffer greatly from "design by committee" and "design by non-users." WonScore Pre-Employment Testing shows no evidence of these pitfalls. I would fight against changes to any other tool.
The Customer Success team has been quite helpful during the times that I've interreacted with them. I've also found support and implementation to be responsive with any questions related to the initial set up phase or for on going support. Overall we've been pleased with the support offered by Predictive Index Behavioral Assessment.
The other assessments that we examined felt more like an SAT exam than a recruitment tool. The results were difficult for our managers to read through and understand. There were a lot of words, with very little actually being said. The PI was succinct and precise.
I migrated with Wonderlic from their paper system to the Wonscore [Pre-Employment Testing (formerly Wonderlic Employee & Customer Surveys)], so I didn't have to do a lot of compare/contrast with other products (not that many on the market all those many years ago).
The PI has been very helpful when analyzing employees. You cannot go wrong when you are able to see a candidate or employees work style.
The ROI is very positive. A lot of companies have a specific culture that they are trying to create or adhere to. This software helps you see if an employee would be a good fit for your company or not.
