We adhere to professional guidelines and government compliance.
Our assessments and recommended practices have been developed in a manner consistent with all critical standards and guidelines. They were designed to provide a framework for determining the proper use of assessments and other selection procedures, as well as preventing discriminatory employment practices.
The Predictive Index assessments and recommended practices comply with:
Equal Employment Opportunity Commission (EEOC)
Uniform Guidelines for the Development and Use of Personnel Selection Procedures (1978)
American Psychological Association (APA)
Society for Industrial and Organizational Psychology (SIOP)
International Test Commission (ITC)
It all started with our founder, the late Arnold S. Daniels.
Arnold S. Daniels, creator of the PI Behavioral Assessment and founder of The Predictive Index, was introduced to assessments in the 1940’s while serving in the United States Army Air Corps. He was a bombardier, navigator and gunnery ofï¬cer. After applying over 30 missions before and after D-day, Daniels was assigned to partner with a psychologist who had been tasked with understanding the make-up of successful bombing teams. Daniels was introduced to the subject of tests and measurements and this is where his obsession with psychometric testing began.
After his discharge, Daniels educated himself in the area of workplace psychology, while briefly attending Harvard Business School and multiple management consulting ï¬rms. Solving business challenges through the lens of people became Daniels sole mission in life. This led to the creation and initial release of the first PI Behavioral Assessment in 1955.
During this time, The Predictive Index was used with thousands of clients and nearly 500 validation studies in practically every job and industry in the known work universe. As the assessment gained more use in business, it received continual updates and today represents a well-established, business-relevant, and scientiï¬cally sound measure of behavioral tendencies in the workplace.
How The PI Behavioral Assessment Works
We focus on the person, not the population.
The Predictive Index Behavioral Assessmentâ„¢ was created through a normative sample of thousands of people. Data collected from this sample is used to identify a normal range of behavioral factor levels for the adult working population (e.g., what is high, average, and low). Typically, benchmarked samples only allow you to see how someone falls on a spectrum relative to others in the working population. While the PI Behavioral Assessment leverages this benchmarking methodology, it also reaches beyond typical people-to-people differences to provide a lens into peoples distinct drives and needs by a comparison of behavioral factors.
For example, even though two people may have equal levels of dominance as compared to each other, one person may have a high level of extraversion relative to their level of dominance while the other is low in comparison. The relational difference between each person’s dominance level and extraversion level represents a very different set of drives and needs, and these differences impact how each individual will function at their best in the workplace. Unlike many assessments, The PI Behavioral Assessment provides an especially advanced layer of insight and analysis.
The insight provided allows for a true understanding of what people need to function at their best is what uniquely motivates, drives or even excites them â€” in comparison to the needs of others. This allows the identification of what makes a candidate or employee before you manage them and recognize the things that will keep them motivated and working toward your overall business objectives.