PI BehavioralAssessment FAQS - HR edition

by The Predictive Index

The EEOC does not mandate rules or guidelines for test construction,nor does it “approve,” “certify,” or “evaluate” individual assessments.However, if an assessment is found to be unfair, then the EEOC doesget involved and will request proof that an assessment is related tojob performance or require that an alternative test be used in thefuture. They do not review assessments unless there is adverseimpact. Appropriate use of the PI Behavioral Assessment, including fora job analysis (the Job Assessment), and strong training will greatlyincrease a company’s legal defensibility against most EEOC claims.For more information, see the Science POV “EEOC Compliance”,available through your Partner or Consultant.

PI BA FAQs - HR edition

The Behavioral Assessment provides a pattern of a person's coredrives that offer insight into their needs and behaviors to help predictworkplace behavior.

Unlike assessments where the “right” answer may be obvious(e.g., “I follow the rules every day”), the adjective checklistapproach provides less clarity around which responses areconsidered more “desirable” and is therefore more difficult tomanipulate.Because PI Behavioral Assessment scores are reported andinterpreted using a within-person format, meaning a person’sresults are not directly comparable to another person’s,manipulating the assessment is quite challenging. (cont.)

The reality is that anyone, on any assessment, can do things to altertheir scores. However, the PI Behavioral Assessment has twoadvantages over many other personality-based assessments:

1.

2.

01. What istheBehavioralAssessment?

02. Is theBehavioralAssessmentEqualEmploymentOpportunityCommission(EEOC)compliant?

03. Cansomeonecheat or“game” theassessment?

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We recommend that an individual only complete one BehavioralAssessment during their employment at an organization. As such, allsoftware tools and reports use the individual’s oldest BehavioralAssessment results (the self, self-concept and synthesis) and thecorresponding reference profile. Note: if you encounter a candidatethat has already been assessed while applying for a job at anothercompany, instead of asking them to retake the assessment, ask thecandidate to enter their Behavioral Score ID using the survey invitationlink.

PI BA FAQs - HR edition

If an employee is resisting taking the PI Behavioral Assessment, it isoften because either the employee is a skeptic of assessments ingeneral or they are uncertain about how the data will be used, fearingthat the data may be used against them; this can create anxiety overtaking the Behavioral Assessment. How you present the BehavioralAssessment can make a difference. It is important that you explain tothe employee what the Behavioral Assessment is and how yourcompany is using the results. It is also important that they understandthat the results of the assessment will be shared with them uponcompletion and the data will be used only to help, not to hurt.Sometimes, the employee just needs to see that the PI BehavioralAssessment is used for positive, not negative, outcomes. Give it a fewmonths and reconnect with the employee to see if they are nowwilling to take the assessment.

04. Should Ihave someoneretake theassessment?

05. What ifsomeone isrefusing totake theassessment?

An assessment taker who tries to distort his or her responsesmust not only choose the “right” words for the desired patternbut also correctly identify the right combination of words (e.g.,more A than B, fewer C and D) to arrive at an ideal pattern for ajob. This would be challenging for any but the savviestassessment taker.

Inevitably, there will be situations where candidates try topurposefully distort their responses.

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There are no restrictions on how old a respondent must be to take thePI Behavioral Assessment, but since the PI Behavioral Assessment isdeveloped and validated only with working adult samples (age 18 andolder), test users should exercise extreme caution when using orinterpreting results collected from minors. In general, use of the PIBehavioral Assessment with minors is not recommended, but if a testuser needs to administer the assessment to a minor to maintainconsistency in hiring practices across their organization, it is importantthat the test user understands the potential limitations of usingminors’ PI Behavioral Assessment scores. If you're using theassessment throughout the employee’s tenure (not just at hiring),clients should create a policy regarding whether employees areallowed to retest. Clients should make sure that all applicantsunderstand the assessment and how it will be used, and clients shouldcomply with their region’s applicable laws concerning employmentand testing of minors.

PI BA FAQs - HR edition

Yes! The Behavioral Assessment results are not confidential. Sharingthe Behavioral Assessment results can help your organization get themost value from PI, because you are all speaking the same language.In fact, we recommend that you print PI Placards and post them in avisible area so peers can know each other’s behavioral preferencesand how to best work with together.

The assessment taker should be given an unlimited amount of time tocomplete the Behavioral Assessment.

06. Should Isharesomeone’sresults?

07. Can the PIBehavioralAssessmentbe used withminors?

08. How muchtime should Igive anassessmenttaker tocomplete theBehavioralAssessment?

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Simply state, "If you do not know the meaning of a specific word, skipit."

PI BA FAQs - HR edition

Simply state, "Read the instructions and respond accordingly."

No. There are no right or wrong answers to the Behavioral Assessment.

09. How do Irespond if anassessmenttaker asks mewhat theinstructionsof theassessmentmean?

10. How do Irespond if anassessmenttaker asks mewhat aspecific wordmeans?

11. Are thereright answersto theBehavioralAssessment?

Simply state, "Respond according to what you feel best representswhat is expected of you."

12. What iftheassessmenttaker asks mewhether theyshouldrespond to thesurvey from awork orpersonalperspective?

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PI BA FAQs - HR edition

If this happens, explore potential sources of disagreement, and alsolook at Self-Concept changes.

No. Conduct the readback without explaining the science. Avoid usingPI jargon (High A, Low B, etc.) and use language that the survey takerwill easily understand.

14. What do Ido if anassessmenttakerdisagreeswith mystatementsduring areadback?

15. Should Iexplain thescience of theBehavioralAssessmentduring areadback?

13. How do Irespond if anassessmenttaker asks mehow I'm ableto know theinformationI'm readingback to them?

Respond by stating, "The Predictive Index Behavioral Assessment is aspecific measurement, and I am reading back its output data."

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