The PI Behavioral Assessment™ is a workplace assessment designed to measure predictable patterns of behavior.
Organizations use the PI Behavioral Assessment to better understand how individuals are likely to approach communication, decision-making, structure, pace, and collaboration at work.
If you are evaluating the PI Behavioral Assessment, this overview explains how it works, what it measures, and how it is commonly applied.
What is the PI Behavioral Assessment?
The PI Behavioral Assessment is a free-choice, untimed assessment that measures natural workplace drives.
It focuses specifically on behavioral tendencies that influence how someone works. It does not measure technical skill, intelligence, values, or experience.
Most individuals complete the assessment in six to ten minutes. Results generate a behavioral pattern that reflects consistent workplace preferences.
There are no “good” or “bad” results. Effectiveness depends on role expectations and organizational context.
For a broader overview of the full platform, see our blog What Is The Predictive Index?
How does the PI Behavioral Assessment work?
The assessment uses an adjective-based format.
Participants are presented with a list of descriptive words and asked to select those that best describe themselves. Because it is free-choice, individuals select multiple adjectives rather than choosing between forced pairings.
The assessment is not timed. This encourages instinctive responses rather than overanalysis.
Responses are analyzed to determine the relative strength of four core workplace drives. The interaction of these drives produces a behavioral pattern that represents how someone is naturally inclined to operate at work.
The simplicity of the participant experience contrasts with the statistical modeling behind the scoring, which ensures consistency across administrations.
The four primary workplace drives
The PI Behavioral Assessment measures four primary behavioral drives.
Dominance
Dominance reflects a person’s drive to influence outcomes and assert control over decisions.
Higher Dominance may align with decisiveness and independence. Lower Dominance may reflect a preference for collaboration and consensus.
Extraversion
Extraversion indicates the degree to which someone seeks social interaction and verbal engagement.
Higher Extraversion often aligns with persuasive communication and relationship-building. Lower Extraversion may indicate a more reserved, reflective communication style.
Patience
Patience measures preferred pace and consistency.
Higher Patience may reflect steadiness and a preference for routine. Lower Patience may indicate urgency and comfort with frequent change.
Formality
Formality reflects a preference for structure, detail, and adherence to established processes.
Higher Formality may align with precision and a rule-oriented approach. Lower Formality may reflect flexibility and comfort operating with fewer constraints.
These drives combine to create a behavioral pattern. The assessment does not categorize individuals into rigid personality types. Instead, it identifies needs that influence workplace behavior.
What the PI Behavioral Assessment does not measure
Understanding what the assessment does not measure is equally important.
It does not assess:
- Intelligence or learning speed
(That is measured separately by the PI Cognitive Assessment.) - Technical ability or job-specific skills
- Emotional health or clinical traits
- Personal values or ethics
Organizations typically use the PI Behavioral Assessment alongside interviews and other evaluation tools.
How organizations use the PI Behavioral Assessment
Behavioral data can be applied in several contexts.
Hiring
Comparing a candidate’s behavioral pattern to the behavioral requirements of a role.
Leadership Development
Increasing awareness of leadership tendencies and blind spots.
Manager Coaching
Helping managers adapt communication and feedback styles to individual team members.
Team Collaboration
Understanding differences in pace, communication, and structure preference.
Conflict Resolution
Providing a neutral framework for discussing behavioral differences.
When applied thoughtfully, the assessment creates a shared language for discussing work styles.
Interpreting results
Results are displayed as a behavioral pattern that reflects natural tendencies.
Key considerations:
- All behavioral patterns have strengths.
- Fit depends on job demands and organizational culture.
- Behavioral tendencies represent preferences, not limitations.
Effective interpretation considers both the individual and the context in which they operate.
Common questions about the PI Behavioral Assessment
How long does it take?
Most individuals complete the PI Behavioral Assessment in six to ten minutes.
Is it accurate?
The assessment is built using established measurement standards and has been refined through decades of application.
For more on its development and validation, see History of the PI Behavioral Assessment.
Can someone manipulate their results?
Because the assessment measures consistent behavioral tendencies and uses a free-choice format, sustained manipulation is difficult. Results are interpreted alongside other evaluation data.
Is it used for hiring?
Yes. Many organizations use the PI Behavioral Assessment as one component of a broader hiring process.
Continue exploring PI
To build a complete understanding of The Predictive Index®:
- What Is The Predictive Index?
An overview of the broader platform and talent optimization approach. - History of the PI Behavioral Assessment
A look at how the assessment was developed and refined over time. - Our Talent Optimization Solutions
How behavioral data is applied within organizational strategy.
If you would like to explore how the PI Behavioral Assessment applies to your specific roles or teams, schedule a talent strategy conversation to discuss next steps.