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Writer's pictureAJ Cheponis

PI Behavioral Assessment vs. Five Factor Model: What Every Leader Should Know

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.

 


PI Behavioral Assessment


Background and Purpose of Each Model

  1. 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.


  2. 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

  1. 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.


  2. 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.


  3. 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

Your people are your organization’s biggest competitive edge. Isn’t it time you invested in understanding how they’re wired for success? Whether you’re facing hiring challenges, navigating team dynamics, or seeking better alignment with your strategy, we’re here to guide you. Reach out to us at Straightline Consulting Group—let’s shape a talent strategy that turns people into your most powerful advantage.


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.



Learn about the five factor model

 

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