REVAMPING HIRING FOR INDUSTRY 4.0 - How Our Revolutionary Methodology Works Wonders

by Jochen Sautter -

PRIME Consultancy is the licensed partner of Humanostics in Indonesia and together we are helping our corporate clients implementing their business strategies by providing tools and guidance around accurately measuring their human capital. Taking the challenges of Industry 4.0 serious by using PI Index profiling tools developed over the course of more than 60 years finally it can be achieved that the right people are assigned into the right positions. We want to give you an insight on how two of our main tools works; The Behavioral and the Cognitive Assessment.

Focusing on the person, not the population.

The PI Behavioral Assessment predicts four primary personality constructs – Dominance, Extraversion, Patience, Formality. These are characteristics that describe, explain and predict day-to-day workplace behaviors reliably.

The Predictive Index Behavioral Assessment™ was created through a normative sample of thousands of people. Data collected from this sample is used to identify a normal range of behavioral factor levels for the adult working population (e.g., what is high, average, and low). Typically, benchmarked samples only allow to see how someone falls on a spectrum relative to others in the working population. While the PI Behavioral Assessment leverages this benchmarking methodology, it also reaches beyond typical people-to-people differences to provide a lens into people’s distinct drives and needs by a comparison of behavioral factors.

For example, even though two people may have equal levels of dominance as compared to each other, one person may have a high level of extraversion relative to their level of dominance while the other is low in comparison. The relational difference between each person’s dominance level and extraversion level represents a very different set of drives and needs, and these differences impact how each individual will function at their best in the workplace. Such insight provided allows for a true understanding of what people need to function at their best — what uniquely motivates, drives or even excites them — in comparison to the needs of others.

in any location worldwide.

How the cognitive assessment works

The PI Learning indicator is a general, 12-minute timed cognitive ability assessment that measures an individual’s capacity to learn quickly, grasp new concepts, adapt to changing circumstances, and understand complexity in the work place. Cognitive ability is considered to be one of the best predictors of training success and job performance.  

Conclusive research finds that when measured, specific cognitive abilities are so highly-rated that they represent a single underlying factor known as ‘g’ – general cognitive ability. This means that when a person scores highly on a ‘g’ measure like this one, they are likely to be strong in the area of specific cognitive abilities, demonstrating capabilities of performing at higher levels for workplace tasks. Assessment-takers are tasked with completing as many correct answers as possible to a set of 50 questions of varying difficulty that cover:

  1. Numerical – 3 people fail the test. 2 people do not. How many took the test?
  2. Abstract - A square is split in half diagonally. Which shape results?
  3. Verbal – Sally laughs when the bell rings. The bell rang twice yesterday. Which of the following is true?

The test-engine builds each assessment so that each candidate experiences a unique set of questions, minimizing the risk of cheating and creating the possibility for a second assessment. Instead of “good” vs. “bad’ scores, it is best to think of PI Learning Indicator scores in terms of fit with the cognitive requirements of the role.  A “good fit shows an increased likelihood of success through training and job performance, while weaker fit may indicate difficulties in getting up- o-speed quickly, catching on or figuring things out. It is best o start by identifying a recommended target score based on the role and work environment. The level of job complexity and organizational factors such as the speed of business and structure impact help shape the cognitive demands of the job and are considered when identifying a recommended target score.


Urgently needed: Reliable, Scientifically valid HR Tools that can predict Job Performance.

  • Reliability: Test-retest reliability for the PI Behavioral Assessment™ has been evaluated in multiple studies with results showing strong stability in intervals of two weeks to four years and adequate reliability from retest intervals of five to eight years. Internal consistency reliability has been evaluated recently in three studies with an average internal consistency reliability between .82 and .87. The PI Learning Indicator™ has been evaluated multiple times over the past four years for test-retest reliability as well with studies showing test-retest parallel form estimates between 0.71 and 0.81.
  • Scientifically Valid: Multiple construct validation studies have been conducted through the years comparing behavioral assessment factors to relevant scales in well-established normal personality assessments like the 16PF and NEO PI-R. These studies have shown the strong convergent validity necessary to claim that the PI Behavioral Assessment is construct-valid. For example, the correlation between the assessment’s Dominance (A) factor and the 16PF’s Independence factor was .47 (p < .01) and the correlation between the Extroversion (B) factor and the NEO PI-R Extroversion scale is .63. Strong concurrent validation evidence with similar assessments (E.g., the Wonderlic, Raven’s Progressive Matrices, and Cubix Logix) shows that the PI Learning Indicator provides a solid measure of cognitive ability.
  • Predicting Job Performance: The PI Behavioral Assessment has been investigated in nearly 500 criterion-related validity studies since September of 1976 across almost all jobs and countries. This body of evidence supports the fact that the assessment is indeed consistently related to important workplace outcomes such as tenure, turnover, sales and customer satisfaction. Two recent meta-analyses show that it predicts overall job performance, tenure, sales performance and counterproductive behavior.
  • Bias Free: The assessment is bias free. In every study in the last two decades, it has been shown that scores do not differ on the basis of age, gender or ethnicity. In addition, there is no evidence to indicate that its inclusion in a company’s personnel selection system — either in a compensatory or “multiple-hurdle” selection model — results in adverse impact against any protected class when examining adverse impact via the four-fits rule, Adverse Impact (AI) Rule or the “two Standard Deviations” rule.

The experience is simple and revolutionary

When paired together, the PI Behavioral Assessment and Learning Indicator can increase chances of predicting on-the-job performance by eight times! The assessments and recommended practices have been developed in a manner consistent with all critical standards and guidelines. They were designed to provide a framework for determining the proper use of assessments and other selection procedures, as well as preventing discriminatory employment practices.

Learn more about us and the science behind The Predictive Index here: