Ace PI TEST With This HACK | Predictive Index Behavioral Assessment

Summary

In this video, the speaker shares strategies to excel in the Predictive Index behavioral assessment. By using a 'hit and trial' method, candidates can identify the right profile for the job they’re applying to. With 17 possible profiles, the speaker simplifies the process by categorizing them into 5 distinct buckets: Innovation & Agility, Results & Discipline, Teamwork & Employee Experience, Process & Precision, and Flexors. Most job descriptions focus on one of the first four buckets, so targeting the right group increases the chances of success. The video offers practical tips and additional resources for succeeding in behavioral interviews.

Takeaways

• 😀 Understand the goal of the Predictive Index Behavioral Assessment: the key is to match the right profile with the job you are applying for.
• 😀 There are 17 different profiles in the Predictive Index Behavioral Assessment, and you need to land on the right one to proceed in the hiring process.
• 😀 Recruiters typically look for 3 or 4 profiles out of the 17 available, which increases your chances of success in the assessment.
• 😀 A helpful 'hack' to ace the assessment is to perform practice tests to identify which profile selections give you the desired result.
• 😀 By knowing the right profile for the job, you can replicate your selection strategy during the final test to match the recruiter’s expectations.
• 😀 Determining which profile is needed can be challenging, but it's easier when you categorize the profiles into 5 distinct buckets based on key traits.
• 😀 The 5 key buckets are: Innovation and Agility, Results and Discipline, Teamwork and Employee Experience, Process and Precision, and Flexors.
• 😀 The Innovation and Agility bucket includes profiles like Maverick and Persuader, focused on being visionary, innovative, and comfortable with risk.
• 😀 The Results and Discipline bucket includes profiles like Scholar, Controller, and Analyst, who are goal-oriented, disciplined, and focused on performance.
• 😀 Teamwork and Employee Experience profiles focus on people-oriented roles and include those who are supportive, empathetic, and focused on employee morale.
• 😀 The Process and Precision bucket consists of profiles like Operator and Guardian, who are organized, efficient, and focused on minimizing risk and improving processes.
• 😀 90% of job descriptions will likely fall into one of the four main buckets (Innovation and Agility, Results and Discipline, Teamwork and Employee Experience, Process and Precision), so you can safely ignore the Flexor category in most cases.
• 😀 Once you identify the right bucket from the job description, your chances of success increase to 25%, as you only need to pick the correct bucket, rather than focus on all 17 profiles.

Q & A

What is the goal of the Predictive Index Behavioral Assessment?

The goal of the Predictive Index Behavioral Assessment is to match the candidate's personality profile with the job description. By selecting adjectives that describe their behavior, candidates are assigned one of 17 profiles, and the aim is to land on the profile that aligns with the recruiter’s expectations for that role.

Why are there 17 different profiles in the Predictive Index Behavioral Assessment?

There are 17 different profiles to account for a wide range of behavioral traits and personalities. Each profile is designed to match certain job roles or organizational needs, and this variety ensures a better fit between candidates and employers.

How can a candidate increase their chances of success in the Predictive Index Behavioral Assessment?

Candidates can increase their chances by conducting a demo test to identify the right set of selections that lead to the desired profile. Once they know which adjectives to select to match the job description, they can replicate those selections in the final test to achieve the desired outcome.

What is the challenge faced by candidates when taking the Predictive Index Behavioral Assessment?

The challenge is determining which of the 17 profiles a recruiter is looking for, especially since the job description doesn’t always specify the exact profile. It can be difficult to figure out which profile aligns with the job, leading to confusion and uncertainty.

What is the advantage of recruiters looking for multiple profiles rather than a single one?

When recruiters look for multiple profiles (usually three or four), candidates have a higher chance of matching one of those profiles, which increases their probability of progressing to the next stage. This is easier than aiming for a single profile out of 17, which has a lower chance of success.

How can the 17 profiles in the Predictive Index Behavioral Assessment be grouped?

The 17 profiles can be grouped into five distinct buckets. This simplifies the process for candidates, as they can focus on identifying which group the job description aligns with, and then choose any profile within that group for a higher chance of success.

What are the five buckets of profiles in the Predictive Index Behavioral Assessment?

The five buckets are: 1) Innovation and Agility, 2) Results and Discipline, 3) Teamwork and Employee Experience, 4) Process and Precision, and 5) Flexors (who can adapt across any of the other four buckets).

What is the focus of the 'Innovation and Agility' bucket?

The 'Innovation and Agility' bucket includes profiles such as Maverick, Persuader, Captain, and Venturer. These individuals are visionary, risk-oriented, and quick to adapt in uncertain situations, focusing on innovation, experimentation, and pursuing new opportunities.

What is the difference between the 'Innovation and Agility' bucket and the 'Results and Discipline' bucket?

The 'Innovation and Agility' bucket is focused on visionary thinking, innovation, and taking risks. In contrast, the 'Results and Discipline' bucket includes profiles like Scholar, Controller, Strategist, and Analyzer, who are more focused on goal orientation, competition, discipline, and maintaining a strong market presence.

Why is it important to know which bucket the recruiter is looking for?

Knowing the right bucket is crucial because it helps candidates narrow down their focus to a smaller set of profiles. If candidates can identify the correct bucket, they increase their chances of matching the desired profile and progressing in the recruitment process. This approach improves their success rate by allowing them to focus on more distinct characteristics.