People often ask how the Predictive Index (PI) Behavioral Assessment compares to the widely-known Five-Factor Model (FFM). While both assessments measure personality, they’re built with distinct goals and offer unique insights for the workplace. Here’s a closer look at how these assessments differ and what each can bring to your organization.
Background and Purpose of Each Model
Five-Factor Model (FFM): Known as the “Big Five” or “OCEAN,” the FFM evaluates personality across five traits: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. This model is often used in tools like the NEO Personality Inventory and Hogan Assessments. While it offers a broad view of personality, FFM is best for general research rather than targeted workplace insights.
PI Behavioral Assessment: In contrast, PI’s Behavioral Assessment was built specifically for workplace settings, focusing on four theory-based factors: Dominance, Extraversion, Patience, and Formality. This model is highly effective for hiring, employee development, communication, and team management, delivering insights that directly relate to job fit, team dynamics, and role-specific performance. PI has been rigorously tested and is trusted by thousands of organizations for its job-relevant focus.
Key Differences in Application and Insights
Workplace Relevance: FFM provides a general overview of personality, with only Conscientiousness consistently linked to job performance. PI, on the other hand, was designed to provide actionable insights relevant to specific job roles. With traits like Dominance and Patience, PI delivers targeted information that makes a difference in the workplace.
Efficiency and Predictive Power: While PI and FFM offer similar predictive capabilities, PI’s assessment is efficient, taking just six minutes. FFM-based assessments, such as the Hogan or NEO, often require 15-20 minutes, making PI a time-saving tool for business settings.
Compliance and Neuroticism: PI excludes Neuroticism, a trait linked to psychological challenges, reducing the risk of bias and promoting fair hiring practices. Excluding this factor supports ADA compliance and minimizes adverse impact in hiring decisions. PI also excludes Openness to Experience, a trait not linked to job success, focusing solely on what matters most for workplace outcomes.
Transform Your Talent Strategy
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Take the next step toward a high-performing culture. Contact us today to see how the PI Behavioral Assessment can elevate your hiring, inspire your teams, and transform your business.
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