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.
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.
Building an Organizational Chart is key!
These positions can be paired with the ideal Predictive Index target based on the required behavioral traits and skills for the position.
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.
Explore individual work styles, uncover your team’s collective strengths and blindspots, and collaborate together.
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.
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