Predictive Index Behavioral Assessment Reviews & Insights

Score6.4 out of 10

73 Reviews and Ratings

Community insights

TrustRadius Insights for Predictive Index Behavioral Assessment are summaries of user sentiment data from TrustRadius reviews and, when necessary, third party data sources.

Pros

Accurate Assessments: Reviewers unanimously agree that the Predictive Index Behavioral Assessment provides highly accurate insights into individuals' personality traits, with everyone who took the assessment feeling that it accurately represented their behaviors and characteristics. This suggests that the software is reliable in providing accurate assessments.

User-Friendly Interface: Users appreciate that the Predictive Index software offers a user-friendly interface and tools that are easy to implement, making it simple for employees and hiring managers to use. This indicates that the software prioritizes ease of use and accessibility for all users.

Valuable Insights: Reviewers find the data provided by the Predictive Index Behavioral Assessment to be highly valuable, especially in terms of gauging culture fit during the interview process and facilitating discussions about job fit and diversity within organizations. This suggests that the software excels in providing relevant and accurate data that aids in decision-making processes.

Reviews

65 Reviews

A strong talent optimization tool for your organization

Rating: 10 out of 10

Incentivized

March 31, 2025

Use Cases and Deployment Scope

We utilize the Predictive Index Behavioral Assessment for talent optimization and development in our organization. We provide trainings on it to teams across the org. It is addressing challenges of poor communication, inefficiency, and other ineffective team dynamics. By introducing the behavioral profiles we are bringing self-awareness to our employees and providing areas for coaching and mentorship as they grow.

Pros

provide insights into team dynamics, strengths, and caution areas
point out individual areas of strengths and blind spots to increase self-awareness
accurately place our employees into one of 17 reference profiles for better understanding of themselves

Cons

would like the option to retake the self-concept assessment as an individual changes jobs to see how they are stretching to each role
more language options

Likelihood to Recommend

This is well suited for the recruitment/hiring process for roles where the behavioral skills are important. Often all roles have some component of this. It is well suited to use in team dynamics within the company to promote effective communication and collaboration. It is useful for coaching and developing employees into new roles that may require stretching.

It may not be suitable for entry level / technical roles that do not emphasize the importance of behavioral skills. It can hinder the hiring process for roles like these.

Verified User

Contributor in Human Resources (501-1000 employees)

Vetted Review

2 years of experience

Predictive Index Behavioral Assessment is helping make hiring decision easier!

Rating: 10 out of 10

Incentivized

March 25, 2025

Use Cases and Deployment Scope

We use the Predictive Index Behavioral Assessment within our Hiring Process as a tool to learn more about the person we are hiring. Resumes can tell us about the experience and tools people bring to the table but PI assessments allow us to see what drives each person. We can gain insight into wether the person is in the right job role.

Pros

It doesn't lead people in a certain direction or force them to think they have to answer a certain way.
It does a good job presenting information as possible characteristics and not definitive statements

Cons

The ability to just down load an interview guide as opposed to having to download an entire behavioral report
Seeing how a potential candidate will match up with their potential supervisor.

Likelihood to Recommend

The Predictive Index Behavioral Assessment is well suited for the interview and hiring process. Its insight is helpful in assessing job fit. It would be less appropriate when considering letting someone go. At that point it may be too late. A more appropriate use would be to consider moving a staff member into another role and using PI to determine if the role would be a good fit for them.

Verified User

Manager in Human Resources (51-200 employees)

Vetted Review

1 year of experience

Predictive Index review for sales hiring

Rating: 8 out of 10

Incentivized

March 25, 2022

Use Cases and Deployment Scope

We use it for sales hires on our Business Development teams.

Pros

Short & sweet assessment
Interesting & readable results
Data-driven

Cons

Outside consultants for ongoing support

Likelihood to Recommend

Predictive Index has served us well so far in helping determine key personality traits of salespeople we hire. How will they sell? Is sales a good fit for them? We have not expanded to use it with other teams/depts yet. We primarily use the behavioral assessment (not cognitive).

Verified User

Administrator in Human Resources (51-200 employees)

Vetted Review

1 year of experience

Solid tool for maintaining a strong culture

Rating: 8 out of 10

Incentivized

March 25, 2022

Use Cases and Deployment Scope

The tool provides insight for both current employees and potential prospects into what makes people "tick." It's provided insights that are leveraged in a variety of areas including internal corporate communications, recruiting, and more. It's a great way to see if candidates will mesh with your organization as you conduct the hiring process.

Pros

recruiting - determining fit
coaching - current employees and teams

Cons

Provided training isn't the most engaging
Occasional difficulty navigating the tool (changes to UI/setting locations)

Likelihood to Recommend

Predictive Index Behavioral Assessment is perfect for scenarios in which you have to narrow down several strong candidates. It provides insights into how they could mesh with current employees while serving up resources to help the recruiter better communicate with a candidate. That said, the tool isn't a perfect science so you can't expect every PI influenced hire to pan out. Overall the success rate is quite high.

Verified User

Employee in Corporate (51-200 employees)

Vetted Review

1 year of experience

Predictive Index is a home run in employee onboarding and retention!

Rating: 10 out of 10

Incentivized

March 24, 2022

Use Cases and Deployment Scope

We use Predictive Index Behavioral Assessments widely in our organization as both part of the onboarding process and to assess current employees. This intuitive platform goes a long way to ensure organizations onboard the right person for the right role and play a huge part in employee retention. The training was also thorough and efficient.

Pros

Intuitive and easy to use.
Assessments are easy - just two questions!
Plays a huge part in placing the right person in the right role in the organization.

Cons

It can be pricey, but worth it.
Sometimes it can be difficult to navigate menus
May cause inexperienced organizations to narrow the funnel too far on hires.

Likelihood to Recommend

The training was thorough and outstanding. It really helped demonstrate how to maximize the use of the product. It has transformed the way we hire and recruit, and the results have been phenomenal. We also use the software for current employees, ensuring they are on the right team and working with the right people. It has played a huge part in retaining employees as well.

Verified User

Manager in Sales (201-500 employees)

Vetted Review

2 years of experience

Great Product that Will Help You and Your Candidate Determine Their Skills

Rating: 8 out of 10

Incentivized

December 7, 2021

Use Cases and Deployment Scope

[Both our] recruitment and orientation team use the Predictive Index Behavioral Assessment in order to determine what assets our possible new hires will bring to our organization and how we can help develop other skills [the team] would like to see. We also use [the recruit's] results as part of our orientation so they can think about what [to] work on and improve.

Pros

Helps candidates think about their skills
User friendly
Candidates might think about other skills they would like to develop

Cons

Explain the questions differently.
Some times new hires have a hard time understanding the question
Adding more than two questions
Add scenarios and how they relate to their skills depending on their position

Likelihood to Recommend

I believe our candidates are able to think about what other coworkers and managers believe their strengths are. [Candidates] are also able to think about what they would like to accomplish at our company and what [skills] they still [need] to develop. The assessment is very thorough.

Jennifer Dominguez

Human Resources Specialist in Human Resources at Franciscan Health (10,001+ employees)

Vetted Review

2 years of experience

You must have Predictive Index in your toolbox!

Rating: 10 out of 10

Incentivized

March 9, 2021

Use Cases and Deployment Scope

Predictive Index [Behavioral Assessment] is used in a variety of ways at my organization. We use it to create job targets and then help to match the right candidates to those targets using workplace behaviors as indicators. The tool also helps us ask the right questions of the candidates to ensure their success in the role.
[Predictive Index Behavioral Assessment] is also used as a method to facilitate and improve communication and collaboration across teams comprised of people who are wired differently. HR supported and coached managers on how to manage based on their profile and how to manage others who were different.

My organization enjoyed having their profiles publicly displayed so employees would know how to spark up a conversation with a colleague. Employees needing support, would seek guidance from the certified analysts in multiple scenarios.

Pros

Create job targets using behaviors which would enable someone to be successful.
Helps recruit the right fit by asking the right questions.
Helps increase communication across an organization within teams and across departments.
Helps provide managers with support on how to best communicate and help develop their direct reports.

Cons

The online portal and tools have improved over time, still room for easier navigation.

Likelihood to Recommend

It's difficult to gauge workplace behaviors based on an interview. Through [Predictive Index Behavioral Assessment], it gives us a better idea of how candidates would react in certain situations, then we can pinpoint specific questions to further explore that.
Ex: For a particular role, we need someone comfortable with risk and understanding the big picture. The system will suggest behavioral based questions we could use to determine whether or not this candidate can meet those expectations of the job.

[Predictive Index Behavioral Assessment] should never be used as the deciding factor in hiring. It is simply a data point and tool to help learn

Verified User

Director in Human Resources (51-200 employees)

Vetted Review

10 years of experience

Predictive Index shows you what a resume cannot

Rating: 10 out of 10

Incentivized

February 20, 2021

Use Cases and Deployment Scope

We use PI when hiring for all positions. Administrative all the way down to cashiers. We look for specific patterns when hiring a cashier, like high Bs. For our line preps, we want low Cs for quick production.

Pros

In-person training classes are amazing. There are all types and can be at their location or will come to our town.
Training classes online and webinars are very helpful learning new products on the website.
The website is easy to use and well organized.
The end product is very accurate. People are really surprised that the simple test shows them so much about themselves.

Cons

The price can be a little high for a smaller business but they might have different tiers. Not sure.
The website is always helpful, but I have seen 3 design changes in it since I start using it 5 years ago. Hard to find things at first.
They seem to add more features each year. Which is normally ok, but I don't use them all and it can get cluttered.

Likelihood to Recommend

I would definitely recommend PI to anyone. But also, taking the classes. You can learn not just how to read an individual's personality, but also how they will interact with other people.

Lacey Davidson

Office Manager in Human Resources at JumBurrito (51-200 employees)

Vetted Review

5 years of experience

Predictive Index Behavioral Assessment Review

Rating: 9 out of 10

Incentivized

March 12, 2020

Use Cases and Deployment Scope

The Predictive Index Behavioral Assessment is being used as a recruiting tool. As a recruiter, I like the fact that it can be used to gauge how each applicant fits into our work culture. It gives me an idea as to how they learn, and yes, even a little glimpse into their personality. Only management and the HR department use this program.

Pros

Gives insights about how each applicant learns
Advises or gives ideas as to how to train then in ways that relate to how they learn
It gives the company an idea (not written in stone) if the applicant would be a great fit for our work culture.
It's a learning tool for our managers and administrators.

Cons

I don't think it needs any improvement other than its customer service.
Maybe switch questions around so that they are not so cookie cutter questions.

Likelihood to Recommend

I believe that Predictive Index Behavioral Assessment is well suited during the application process. It allows the recruiter, managers, and admin to get a glimpse at each individual assessment and how they rate. It gives an explanation as to the candidate's characteristics such as venturer, altruist, operator, guardian, scholar, maverick, etc. It allows us to set each position with a job target.

Maria MARTI

HR admin/Recruiter in Human Resources at Onsite Safety, Inc. (51-200 employees)

Vetted Review

2 years of experience

Predictive Index Behavioral Assessment Survey

Rating: 10 out of 10

Incentivized

February 27, 2020

Use Cases and Deployment Scope

The Predictive Index Behavioral Assessment is used as a tool for determining if candidates are a good cultural fit for our company, to find out what method of learning and supervising works for each individual candidate.

Pros

It gauges whether or not the candidate is a good fit for the position we're hiring for.
Informs the managers to figure out the way each candidate should be managed.
Although it's not written in stone, it does real good in getting to the know the way the candidate learns.

Cons

I don't believe it needs anything else
It is already integrating the results for each candidate in our applicant tracking system.
I believe it should automatically send a copy to the applicant.

Likelihood to Recommend

Predictive Index Behavioral Assessment is well suited to use when assessing whether or not an applicant is a cultural fit for your organization. It shouldn't be used to decide if a company should hire a candidate or not.

Maria Marti

HR/Payroll Administrator in Human Resources at Onsite Safety (51-200 employees)

Vetted Review

2 years of experience