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Laveer & Co.

About PI

Insight

Backed by 65+ years of science!

Backed by 65+ years of science!

  • PI is a talent optimization platform that allows businesses to understand what drives their workforce and optimize their talent strategy.


  • You don't want to make another hire without it. With PI, you can understand candidates' behavioral wiring and cognitive ability to see how they'll perform on the job and whether or not they will be the best fit for the role.


  • PI is not only a hiring tool, but it's a management strategy tool that empowers managers/leaders on how to coach their team members based on their PI behavioral traits and needs.

Backed by 65+ years of science!

Backed by 65+ years of science!

Backed by 65+ years of science!

  • More than 500 scientific validity studies.


  • 37 million+ assessments have been given.


  • More than 10,000 companies are using PI within 172 countries. 


  • With PI science and data, leaders are empowered to make complex business decisions based on the facts and predicted outcomes.  


  • The entire platform has been designed for a global workforce and is available in 70+ languages. 

Profiles & Assessments

What is a Reference Profile?

Reference Profiles are names that provide a general description of a person’s PI Behavioral Assessment Primary Factor scores (Dominance, Extraversion, Patience, Formality; or Factors A-D). Specific factors and patterns represent the true power of the PI Behavioral assessment, but Reference Profiles are descriptive, general categories for the 17 different types of behavioral configurations. 

Difference between the Behavioral Assessment (BA) & the Cognitive Assessment (CA)?

The BA measures 4 personality performance indicators: dominance, extraversion, patience, and formality. It's a 3-5 minute assessment which is a snapshot of the way individuals think and work without regard to a specific role.


The CA measures a person’s general mental ability and capacity for critical thinking. In just 12 minutes, you’ll have more information about someone’s likelihood of success and job performance than you would after a one-hour interview or standard aptitude test. Long story short- it measures how quickly one can learn and adapt to new things. This assessment is intended for new hires, not necessarily the current team. 

What will my annual PI subscription include?


  • UNLIMITED ASSESSMENTS
  • Hiring Tools 
  • Interview Guides
  • Management Guides 
  • Talent Strategy 
  • Employee Engagement Survey
  • Team Discovery 
  • Coaching Tools 
  • Onboarding & Training
  • Training Resources
  • General Consulting
  • Unlimited Support!

PI Features

Talent Strategy

Behavioral Target

Behavioral Target

Building an Organizational Chart is key! 

  1. Identify the key leadership positions.
  2. Build out supporting positions.  


These positions can be paired with the ideal Predictive Index target based on the required behavioral traits and skills for the position.


Behavioral Target

Behavioral Target

Behavioral Target

With Behavioral Targets, you'll be able to assess candidates in your hiring pipeline as well as take a deep dive into your current company's alignment vs. misalignment. 

Team Discovery

Behavioral Target

Team Discovery

Explore individual work styles, uncover your team’s collective strengths and blindspots, and collaborate together.

Where did it all begin?

History of the PI Behavioral Assessment (BA)

The assessment was introduced in the 1940s by Arnold S. Daniels while he was serving in the United States Army Air Corps. He was a bombardier, navigator, and gunnery officer. After flying over 30 missions around D-day, Daniels worked with a psychologist to develop an understanding and make-up of a successful bombing team using psychometric testing. 


Daniels became convinced that there was a valuable role in business for these tools. He studied psychology in the workplace with a focus on solving business and people challenges. During this time, he developed the first statistically proven prototypes of what became known as the PI Behavioral Assessment, and in 1955, the first-generation survey checklist and training workshop were launched. Today, the science-based data from the BA are as important as ever in helping organizations achieve business results. 


How has it been updated?

Since 1955, the PI BA has been in widespread commercial use, with revisions to the Assessment occurring in 1958, 1963, 1988, 1992, and most recently 2017 (“Form V”). These revisions were undertaken both to improve the BA’s psychometric properties (i.e., how accurately and fairly does the BA measure workplace behavior?) and to ensure that each of the individual items on the assessment conformed to appropriate and contemporary language norms. The work on the latest BA revision began in the fall of 2014 and was released in January 2017. Overall, these changes resulted in the sharper measurement of personality, resolved some statistical artifacts, and reflected societal changes in word usage. 

Find out what your PI profile is, for free!

Try PI

Accreditations


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