What Is the PI Behavioral Assessment?
The PI Behavioral Assessment is a unique pre-employment personality test – all it contains are 2 lists of 86 adjectives each, for you to freely choose from.
The first list assesses your “Self-Concept” (how you believe you should behave at work), and the second assesses your “Self” (behaviors that come naturally to you).
From these two, a “Synthesis” profile will be created (how you ACTUALLY behave at work). That is your final profile and what your employer will see.
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That behavioral profile is represented across 4 scales:
- Dominance
- Extraversion
- Patience
- Formality
Based on your profile, you will also be assigned a Reference Profile – one of 17 “types” that describe you (e.g., Analyzer, Strategist, Scholar, Persuader, etc.)
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Test Structure and Question Format
The PI Behavioral Assessment contains two sections:
Section 1 – “Self-Concept” Assessment
This section contains a list of 86 adjectives. You are requested to choose the words that describe how you feel you are expected to behave at work. You are allowed to freely choose any number of adjectives.
Section 2 – “Self” Assessment
This section contains a very similar list of adjectives to that in Section 1 (but not entirely identical). However, this time, you will be requested to choose the words that describe how you really are.
Get the Most Accurate PI Behavioral Prep Course
JobTestPrep’s PI Behavioral Test Preparation provides you with the best prep solution available on the market today.
What Do You Get?
Detailed Study Guides for Every Step
- PI Behavioral Guide
- The M Factor Guide
Practice Tests
- Factor Recognition
- Factor Hierarchy
- The 4 PI Golden Rules for Choosing Adjectives
Additional Prep for the PI Cognitive Assessment (Optional)
Money-Back Guarantee
Full Disclosure: We are affiliated with JobTestPrep. Clicking the links helps us provide you with high-quality, ad-free content.
What Does the PI Behavioral Test Measure?
The PI Behavioral Assessment measures 4 behavioral scales:
- Dominance
- Extraversion
- Patience
- Formality
In addition, several combinations of these scales are also measured. We’ll cover that in the Scoring section.
Let’s take a closer look at each scale:
Dominance
Dominance, also known as the A Drive, is the drive for influence and power.
- High Dominance (Independent) – indicates that an employee is assertive and has high self-confidence. Such an employee is likely to appreciate autonomy and recognition for personal achievements, and not be deterred by possible conflicts.
- Low Dominance (Collaborative) – indicates that an employee feels comfortable as a part of a team, and normally prefer to stay out of competition. Such an employee is likely to be more cooperative, appreciate harmony, and reject positions of management or leadership.
Extraversion
Extraversion, also known as the B Drive, is the drive for social interaction.
- High Extraversion (Sociable) – indicates that an employee easily connects with others and likes being around people. Such an employee desires social acceptance and opportunities to convince others.
- Low Extraversion (Reserved) – indicates that an employee values privacy and “alone time” and may take longer to trust others. Such an employee is likely to feel comfortable working alone and in an analytical or imaginative types of work.
Patience
Patience, also known as the C Drive, is the drive for consistency and stability.
- High Patience (Steady) – indicates that an employee needs a stable working environment. Such an employee is calmer and more patient, may struggle with change, and is more likely to hold the same job for a longer period of time.
- Low Patience (Driving) – indicates that an employee needs variety at work, distastes repetition, and likes multitasking. Such an employee is also likely to cope better with change.
Formality
Formality, also known as the D Drive, is the drive for rules and structure.
- High Formality (Precise) – indicates that an employee needs clear expectations and frameworks. Such an employee is careful and thorough, and is more likely to be an expert in a particular field.
- Low Formality (Flexible) – indicates that an employee needs freedom of rigid rules and procedures. Such an employee can cope better with ambiguity and is likely to be flexible, adaptable, and spontaneous.
PI Behavioral Test Interface
Test Instructions
Before the actual assessment, you will be shown several basic instructions by PI:
- You must complete the test in one sitting.
- The test is untimed (although it is estimated at 6 minutes).
Once you are done with the instructions and samples, you will take the assessment.
The PI Behavioral Test Screen
Generally, this is how your PI Behavioral test screen is going to look like:
- Two sections, each containing 86 adjectives.
- Many adjectives will overlap between sections, but not all of them.
- Each section may be distributed over 2-3 pages.
- You cannot go back and change your answers once submitted.
JobTestPrep’s PI Behavioral Test Preparation is the only prep course that follows the assessment’s unique adjective-choosing formatting.
Full Disclosure: We are affiliated with JobTestPrep. Clicking the links helps us provide you with high-quality, ad-free content.
PI Behavioral Free Practice
This free practice provides a fully free, interactive mini experience of the PI Behavioral Assessment.
Using the Excel file attached below, you will be able to experiment with 32 sample adjectives of the actual PI Behavioral test and see how your profiles change in real-time.
Note: This free test serves for purposes of familiarity with the PI test only. It should NOT be treated as an assessment and/or a preparation tool.
Any questions? Feel free to contact us!
One last, personal thing.
Making this practice test took us a lot of time and resources and is given to you for free and no strings attached. Please do not publish this test elsewhere.
Thanks!
Get the Interactive Excel PI Behavioral Assessment Sample
Scoring
How Is the PI Behavioral Assessment Scored?
After you complete the assessment, 3 different behavioral profiles will be made based on your responses:
- Self-Concept – Based on your responses in Section #1.
- Self – Based on your responses in Section #2.
- Synthesis – An average of Self-Concept and Self.
On top of that, you will be assigned one of 17 possible Reference Profiles that describe you in a few words.
Your score in the PI Behavioral Assessment is determined by how well your Synthesis profile matches the Behavioral Job Target your employer has defined.
What Is a Behavioral Job Target?
Similar to the PI Cognitive Assessment, the hiring process begins with the employer choosing an ideal profile for the job – a Job Target.
That basically looks like any PI Behavioral profile, only with ranges instead of points.
The better your actual (Synthesis) profile fits within the Job Target ranges, the better match score you will have for the job.
Get the Most Accurate PI Behavioral Prep Course
JobTestPrep’s PI Behavioral Test Preparation provides you with the best prep solution available on the market today.
What Do You Get?
Detailed Study Guides for Every Step
- PI Behavioral Guide
- The M Factor Guide
Practice Tests
- Factor Recognition
- Factor Hierarchy
- The 4 PI Golden Rules for Choosing Adjectives
Additional Prep for the PI Cognitive Assessment (Optional)
Money-Back Guarantee
Full Disclosure: We are affiliated with JobTestPrep. Clicking the links helps us provide you with high-quality, ad-free content.
What Are Reference Profiles?
Reference Profiles are a collection of 17 behavioral profiles with catchy names, used as a reference point for a combination of traits that is ideal for particular jobs.
For instance:
- Controllers are technical, pay close attention to detail, and prefer quality over quantity.
- Individualists are self-confident, flexible, results-driven and like working with facts.
- Mavericks are innovative, visionary, and competitive, and prioritize the large goals over details and technicalities.
PI Behavioral Reference Profiles
As we have previously mentioned, the PI personality test defines 17 Reference Profiles in 4 categories. These profiles serve as, well, a reference point for employers – to indicate the most suitable profile for a particular job.
Your score in the PI Behavioral Assessment will be compared with the Reference Profile to evaluate your match for the role.
Don’t forget to take the Free PI Behavioral Sample Test and match your score with the suitable reference profile and see how your profile responds to your answers.
All Reference Profiles descriptions are based on PI’s Guide to Reference Profiles.
Analytical Profiles
Analyzer
Analyzers are fast paced yet thorough thinkers. They are introverted, independent, and creative.
Controller
Controllers are experts in their field who focus on details and high standards. They value brief communication and minimal instructions to maintain autonomy in their tasks.
Specialist
Specialists are loyal, precise, and quick workers. While they are fast and factual in their work, they are less independent and will usually perform better with well-defined assignments.
Strategist
Strategists are organized, highly independent employees who ‘see the big picture’ and are driven by results and need for change. They appreciate variety and flexibility in their work.
Venturer
Venturers value freedom from constraints and rules. They often gladly take an opportunity to lead a major organizational change. They love maintaining autonomy, variety, and flexibility in their work.
Persistent Profiles
Individualist
Individualists are independent and goal-oriented, and appreciate autonomous work that can show clear, tangible results. They are at their best when the goals of the work are defined for them, and then allowed to solve the issues using their own methods. As their name suggests, they prefer working alone.
Scholar
Scholars are independent workers who need time to reflect, study, and introspect. Unlike individualists, they prefer avoiding any risk of error, and a well-defined work with clear expectations as well as details.
Social Profiles
Altruist
Altruists are driven by their interactions with others and will always prefer harmony and collaboration over competition. At the same time, they are very organized multitaskers, yet need clear work expectations, responsibilities, and deadlines.
Captain
Captains are something like extraverted Venturers. They are enthusiastic and non-conforming voyagers, who love influence, change, and innovation. Social in nature, they will gladly take opportunities to develop others.
Collaborator
Collaborators are, first and foremost, team players. They are understanding, empathic, and supportive. They shun competition or conflict and appreciate stability and a casual, friendly approach. They value stability and recognition of their (and their teams’) accomplishments.
Maverick
Mavericks are innovative challenge-seekers who have no problem making decisions in ambiguous situations. They prefer challenging, innovative work, an informal approach, freedom from rigid structures, and independence in their work while interacting with others.
Persuader
Persuaders are always happy to lead and influence others. Highly extroverted, they thrive in an environment abundant of social interactions. They value change and variety, fast-paced work, and an informal approach. It is best to provide Persuaders with general instructions and allow them the independence to manage their work and team.
Promoter
Promoters are extraverted, harmonious team members who crave social acceptance and support. They do not, however, wish to manage or lead. They are very informal in their nature and tend to have their own way of doing things.
Stabilizing Profiles
Adapter
Adapters present the most balanced profile of all 17. They are highly flexible and can adapt to changes very well. Therefore, change is vital for them, and they can exhibit a wide array of behaviors – it just needs to be clear to them which.
Artisan
Artisans (previously Craftsmen) are accurate, precise workers with very high working standards. They are introverted and analytical, and need stability, patience, and reassurance. They are at their best with highly skilled work that takes time and has very clear expectations.
Guardian
Guardians are pensive and approachable team members. They pay close attention to detail and require clear structure to their work, which is often highly skilled. They prefer freedom from decision making and the risk of error.
Operator
Operators are dutiful, disciplined team members who need time and stability, and are at their best with thorough work that requires deep knowledge. They like highly structured, consistent tasks, and while they are very cooperative, prefer work that does not include multiple interactions with others.
PI Behavioral Assessment Preparation
We strongly recommend using JobTestPrep’s PI Behavioral Assessment Preparation. Below we give you all the reasons why this is the ONLY prep course you should choose. All screenshots are taken from the preparation course.
Full Disclosure: We are affiliated with JobTestPrep. Clicking the links helps us provide you with high-quality, ad-free content.
Tailored Structure
JobTestPrep’s PI Behavioral Prep Course is the only course online to take the test’s unique adjective structure into account.
Personalized for the Job You Want
The preparation course will walk you through determining the ideal behavioral profile for the job you are after. Here’s what you get:
Job Ad Analysis Examples
With these examples, you will learn how to analyze your job ad and identify the personality factors your employer is after.
Understand Adjectives
Learn what adjectives describe what personality factors.
Get serious about your career! Start preparing for your PI Behavioral Assessment!
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Hierarchy Practice
The Hierarchy Practice drills allow you to understand the ranking of the 4 PI personality factors for various personality types.
The 4 Golden Rules
JobTestPrep equips you with 4 Golden Rules to ace the PI Behavioral Assessment – practical, methodical steps for choosing adjectives that will highly improve your chances of success.
The prep course will take you step-by-step through these rules, with drills and examples.
Combine with the PI Cognitive Assessment
The prep can be combined with the PI Cognitive Assessment Preparation for top results in the entire hiring process.
Get serious about your career! Start preparing for your PI Behavioral Assessment!
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