PI Behavioral Assessment Fundamentals 3 — Questions and Answers
Question 1: In PI terminology, what does 'behavioral drives' refer to?
- Learned skills acquired through training
- Innate motivational needs that shape how a person naturally behaves (Correct answer)
- Performance goals set by a manager
- Emotional intelligence competencies
Correct answer: Innate motivational needs that shape how a person naturally behaves
Behavioral drives in PI are innate, enduring motivational forces that shape an individual's natural patterns of behavior.
Question 2: A job requirement profile (Job Assessment) in PI is designed to accomplish which primary goal?
- Rank all current employees by performance
- Define the behavioral drives most suited to succeed in a specific role (Correct answer)
- Measure a candidate's technical skill set
- Establish salary ranges for open positions
Correct answer: Define the behavioral drives most suited to succeed in a specific role
The PI Job Assessment captures stakeholder input to define which behavioral drives and cognitive ability level are ideal for success in a given role.
Question 3: Which PI reference profile is most likely to excel in a role that requires high attention to detail, process compliance, and accuracy?
- Maverick
- Promoter
- Craftsman (Correct answer)
- Captain
Correct answer: Craftsman
The Craftsman profile, characterized by high formality and patience with lower dominance, thrives in roles requiring precision, consistency, and careful process adherence.
Question 4: How does the PI Behavioral Assessment differ from the Myers-Briggs Type Indicator (MBTI)?
- PI measures cognitive ability while MBTI measures personality
- PI yields continuous drive scores while MBTI assigns discrete type categories (Correct answer)
- PI is used only for executive hiring while MBTI is for all employees
- PI requires a licensed psychologist to administer
Correct answer: PI yields continuous drive scores while MBTI assigns discrete type categories
PI produces continuous numeric drive scores that can be compared to job requirements, while MBTI assigns people to one of 16 fixed type categories.
Question 5: When a hiring manager reviews a candidate's PI 'fit' score, what does a low fit score indicate?
- The candidate has low intelligence
- The candidate's behavioral drives differ significantly from the job's requirements (Correct answer)
- The candidate is dishonest on the assessment
- The candidate lacks relevant work experience
Correct answer: The candidate's behavioral drives differ significantly from the job's requirements
A low fit score means the candidate's natural behavioral profile is misaligned with the behavioral demands identified for that role.
Question 6: The 'Synthesis' pattern in PI is also known as what?
- The stress pattern
- The Self-Concept pattern (Correct answer)
- The observed behavior pattern
- The cognitive score
Correct answer: The Self-Concept pattern
The Synthesis pattern, sometimes called the Self-Concept, represents how a person perceives they need to behave in their current work environment.
Question 7: Which statement best describes the principle of 'behavioral flexibility' as it applies to PI?
- People can permanently change their behavioral drives through coaching
- People can adapt their behavior short-term but their drives remain constant (Correct answer)
- People with high formality scores are always more flexible than others
- Behavioral flexibility is not a concept recognized in PI
Correct answer: People can adapt their behavior short-term but their drives remain constant
PI recognizes that individuals can flex their behavior situationally, but underlying drives remain stable and consistent over time.
PI Behavioral Assessment Fundamentals 3
In PI terminology, what does 'behavioral drives' refer to?