The Predictive Index Assessments have been validated through rigorous scientific testing and research.
The Predictive Index Behavioral Assessment™ is scientifically validated against populations large enough to be used for most any jobs, in most any industry worldwide.
Our Science Team has done 350+ validity studies that establish statistically-valid correlations between behavior assessment factors and key workplace outcomes such as tenure, turnover, sales and customer satisfaction.
98% feel PI enhances their hiring process.
70% of respondents say PI helps to remove bias and subjectivity from their hiring process.
67% of respondents say PI has helped them recognize stronger employee engagement throughout their organization.
61% of respondents say PI has helped their organization figure out how to make employees more productive.
Adjectives for our form were field tested with results from more than 136,000 people and went through content review, psychometric review, and fairness review. The assessment was then given to a global norm group of more than 10,000 people. Norm tables and scoring models were updated and verified before finalizing the form and sending it through a multilevel translation process and regional review.
The field test data was used to conduct a content validity analysis, reliability studies, differential item functioning analyses, a check of factor unidimensionality using exploratory factor analysis, and a check of the entire factor model with a confirmatory factor analysis, which also demonstrated improved validity loadings over the previous version of the assessment. A convergent validity analysis was also conducted to show that scores correlated as expected with the previous version of the assessment, as well as with a variety of other personality scales.
PI has hundreds of individual criterion validity studies, as well as some meta-analytic criterion validity studies. Job roles were grouped based on similarities (e.g., management roles), and meta-analyses were run to estimate corrected correlations between factor scores and managers’ ratings of employees’ job performance, compliance, initiative, and cooperation.
Whereas psychology seeks to understand the mind, psychometrics is the science of actually measuring mental capacities and processes. It is about taking psychological science—like theories of personality and cognitive ability—and building tools that allow us to measure these underlying traits and abilities of people. Psychometrics are immensely challenging to get right. Unlike other fields where you can directly measure stuff—like height and weight— psychological structures are invisible and therefore can’t be measured directly. Psychometrics is about building tools that indirectly but accurately measure people’s psychological make-up.
Our psychometricians build, refine and test tools like the behavioral assessment and cognitive assessment. That means they are valid and measure what they are supposed to measure. It also means they are precise and reliable. In order to demonstrate validity and reliability, psychometricians gather evidence and conduct analyses using fancy tools, like SPSS and R, and statistical techniques such as Confirmatory Factor Analysis, Latent Modeling, and Item Response Theory.
You should know that both the behavioral assessment and cognitive assessment are psychometrically rigorously developed tools and we have the technical documentation to back it up.
Our assessments are developed following recognized psychological standards and guidelines, including the American Psychological Association (APA), the Society for Industrial and Organizational Psychology (SIOP), and the International Test Commission (ITC). These guidelines provide a framework for test construction and the proper use of assessments. The Predictive Index provides well-researched, valid and reliable employee assessments which can help support clients’ legal compliance with the EEOC and the Uniform Guidelines on Employee Selection Procedures. We offer validation services for our clients that are necessary to establish the job-relatedness of our assessments.