Source: czechuniversities.com

Current Cognitive Assessment and Training Market investigative study offers a detailed product viewpoint and expounds market reviews for the future. Based on studies led by Predictive Success, The Predictive Index has two vital sections: The Predictive Index Cognitive Assessment and Predictive Index Behavioral Assessment.

What exactly is Predictive Index Cognitive Assessment?

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Predictive Index Cognitive Assessment is a test that aids recruiters to evaluate cognitive capabilities and character traits of potential employees to identify behavioral tendencies and gauge employee’s aptness for a specific role.

The predictive index aims to measure behavioral patience and cognitive ability that is helpful to business leaders. What is the aim of predictive index cognitive assessment or PI Cognitive Assessment? How can you reliably tell if an individual with proper training will fit successfully in a role?

The PI Cognitive Assessment aims at objectively assessing an individual’s cognitive ability and predicts the speed with which a person can grasp new and complex information, how easily they can learn and how flexible they are in adjusting to the new role.

This assessment entails dynamically selected multiple-choice questions easily accessible online‚ÄĒthe 50 questions from a well-selected pool of verbal, arithmetical, and intellectual items. The test takes precisely 15 minutes to complete, thus eliminating the need for a prolonged assessment process. It is a measure of an individual’s general cognitive ability, i.e., the ability to grasp concepts quickly and assimilate new ideas.

According to research, wide-ranging cognitive aptitude is a reliable forecaster of how individuals perform in a working environment. Recruiters of organizations and entrepreneurs seeking employees incorporate the Predictive Index Cognitive Assessment Test in contracting employees and promotion choices.

After completing the assessment, your cognitive score is instantly displayed in a format that enables you to assess and make comparisons with other candidates.

How does Predictive Index Cognitive Assessment enable you to make the right people’s decisions?

Source: bioworld.com

Dependably matching an individual’s cognitive ability to any given position’s intricacy ensures that every staff member is appropriately challenged without feeling overwhelmed and remains involved without experiencing burn out.

To find out more about how aptitude assessment and professional workshops assist in ensuring talent optimization tactics engage the services of experts who will enlighten you with the tools you need.

Understanding Predictive Index Cognitive Assessment Test Scores

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The PI Cognitive Assessment score is calculated from the collective number of correct responses that you give that intends to be used by employers when distinguishing and making talent-related decisions.

The average PI Cognitive Assessment Test Score is the total number of correct answers you get on your assessment. The average score varies from 17 to 23, but most candidates’ raw score is 20 right answers.

A majority of recruiters incorporate scoring tables of identified nom groups concerning the specific job position. A norm group selects pre-tested candidates with definite features with aggregated scores to come up with a benchmark. When a human resource manager seeks to employ a vacant position recruit, the test administrator avails the model that determines the pass mark in the recruiting process.

The PI Cognitive Assessment Score, known as a scaled score, is pegged on several questions you undertake to answer correctly. Notably, there is no consequence for incorrect responses. The more correct responses you give, the higher you will score.

However, this scaled score is the only report used for talent decision making processes. The scale ranges between 100-450, with an average of 250, which is appropriate to produce a raw score of between 20 and 50. Percentages can be extracted from the test to assess your score and compare it to other candidates taking a similar test.

A pass-mark score is determined by the recruiter’s decision, the job summary, and commendations suggested by the company assessing PI Cognitive Assessment Score. Notably, every recruiting organization has its own unique cutoff PI cognitive score.

The Predictive Index Behavioural Assessment is a stimulus-response tool designed to evaluate motivating drives in an individual. It can measure supremacy, extraversion, grit, and formality.

The PI Behavioural Assessment Reference profile is attained after completing the Behavioural Predictive Index Test. It is an overview of the way you reason and how you are expected to work.

The Predictive Index Test identified specific reference profiles after scrutinizing many behavioral assessments. The selected reference profiles provided groups of characteristics of people who portray similar drives.

The two types of reference profiles are analytical profiles and social profiles

Source: aarp.org

Analytical profiles include

  • Analyzers

Analyzers have an inclination to insist on details and will research and collect facts before drawing conclusions

  • Controller

Controllers are quick-paced, orderly, and always strive to get things done.

  • Venture

Venturers always exceed limits and explore set boundaries, with a plan of improving efficiency and growing productivity.

  • Specialists

Specialists are thoughtful, cautious in decision-making, and extremely loyal to authority.

  • Strategists

Strategists make projections towards the future, look at the more comprehensive picture and make beneficial decisions for the organization.

Social profiles

  • Altruist

Altruists are precise, supportive, meek, and cooperative at the workplace

  • Captain

Captains have sturdy personalities that are independent and acceptable to change

  • Collaborator

Collaborators are empathetic, accommodating, and patient

  • Maverick¬†tend to embrace leadership positions, are futurists with extraordinary ambitions
  • Promoters

Promoters are charming extroverts who are popular with likable personalities

  • Persuaders

Persuaders are pleasant, eloquent individuals who don’t lose faith and never give up

Stabilizing profiles

Source: tweakyourbiz.com
  • Adapters

Adapters are generalists who have the flexibility of adapting to different characters

  • Craftsmen

Craftsmen are very attentive listeners and reliable employees

  • Guardian

Guardians tend to incorporate precision and structure into their work stations

  • Operator

Operators are casual, calm, and consistent individuals who tend to be patient and cooperative at the workplace.

Persistent profiles

  • Individualists

Individualists are strong-willed and confront problems confidently. They tend to be diagnostic and unrelenting

  • Scholars

Scholars are well-informed and educated, yet laid-back individuals.

In conclusion, Predictive Index Cognitive Assessment is essential in recruiting appropriate employees for tasks that fit their specific skillset and attributes for better workplace productivity. PI cognitive Assessment is the scaled score based on several questions that a candidate correctly answers. Additionally, when you complete PI Behaviour Assessment, you will identify your Reference Profile, a summary of your thinking and working tendencies.

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