5 Frequently Asked Questions About The Predictive Index Survey

The Predictive Index survey is a method of measuring the personality traits of adults in the workplace. The survey is made up of a variety of criteria that asses a selection of a person’s personality and work habits. Most often, this information will then be used by the human resources department to evaluate a candidate’s suitability for a certain position or for determining how to promote within the organization.

Having access to this kind of information can also empower employers to make better decisions when it comes to team-building and leadership development. A worthy tool in every workplace, here is some more detailed information about how the predictive index survey came to be and how it can be effectively used in today’s work environment.

1. Where did the index come from?

The predictive index was created in 1955 and has only gained popularity since. It is now used in thousands of organizations in industries such as financial services, manufacturing, business services, healthcare, hospitality and organization. Due to the fact that the information gleaned from a predictive index survey is so versatile, it is estimated that millions of people now complete one every year.

2. How does the index help?

Due to the fact that PI surveys are relatively quick to complete and can be analysed immediately, they help employers stay on top of how people are interacting with their work and each other throughout the organizations. By understanding what is going on with each individual, surveys help to retain employees and increase performance, by appropriately identifying the different strengths and weaknesses throughout the team.

By having concrete evidence to support major decisions within the organizational structure, predictive index surveys allow for more comprehensive justifications that snap judgements or politics could provide. By using standardized assessments, the problems associated with subjective influences can be largely avoided throughout the hiring, interviewing, and reassignment processes.

3. What does the index measure?

The index takes into account all sorts of different aspects related to an employee’s personality and behavioural habits. It evaluates the individual’s response level to their environment, based on energy and activity, as well as the degree to which they want to control what goes on around them.

The PI survey can also tell you a lot about a person’s assertiveness and independence, in addition to their level of extroversion and their capacity for patience. Furthermore, the survey provides insight into the kind of stability or structure that a person requires to perform at their best, along with measurements regarding an individual’s decision-making skills and their style of processing information and communicating.

4. What will the results indicate?

With the results of a predictive index survey, management will be in a better position to understand an individual’s natural inclinations, needs, and how they can be expected to act in a variety of situations. The information obtained will also empower the individual who completed the survey to be more aware of how they can modify his or her existing behaviour and contribute more completely based on the expectations and needs of their current working environment.

5. Are there different surveys available?

It is also important to understand that predictive index surveys are not a one size fits all format. The best results will come from carefully constructed surveys that take into account the responsibilities in the work place and then create an image of the behaviours and inclinations necessary to perform well in that role.

Figuring out to how manage and evaluate various skills sets requires time and patience. It is best to start by listing all relevant adjectives that will be checked or left blank when assessing a candidate and to be sure to use the same assessment for all contenders.