The Predictive Index Guide With Answer Key Uk

The Predictive Index
Preparation Guide
Introduction
The Predictive Index is a personality test widely used amongst employers all over the
world. It is applied in various work contexts, ranging from employee selection to
coaching and development. It takes ten to fifteen minutes to complete, and the results
come in the form of a personality profile represented graphically.
The chief assumption underlying the Predictive Index is that work/social behaviour is
primarily an expression of responses of varying strength to environmental stimuli, which
are recognisable as consistently expressed personality traits. The Predictive Index is
essentially a symbolic environment composed of a variety of stimuli associated with four
primary personality traits. These are Dominance (A), Extraversion (B), Patience (C), and
Formality (D).
Confronted with the stimuli in the Predictive Index Survey Form, the individual will
respond to them in a manner consistent with the ways in which he or she responds to
the actual environmental stimuli that the words in the checklist symbolise.
This guide offers you an exhaustive description and explanation of the test and its
mechanism to ensure you are as prepared for it as possible. The format of the test, what
it measures, and how it does so is provided below.
Copyright: www.JobTestPrep.co.uk
The Four Predictive Index Primary
Factors
The Predictive Index measures four primary behavioural factors:
Factor A – Dominance – the need to influence and control.
Factor B – Extraversion – the need to connect with others.
Factor C – Patience – the need for stability and pace.
Factor D – Formality – the need for correctness.
Below you will find a detailed description of each of these factors.
The A drive is the need to influence and The B drive is the need to connect with
control. others.
It measures the degree to which an individual It measures the degree to which an individual
seeks to control his or her environment. seeks social interaction with other people.
Individuals who score high on this dimension Individuals who score high on this dimension
are independent, assertive, and self- are outgoing, persuasive, and socially-poised.
confident. Individuals who score low on this Individuals who score low on this dimension
dimension are agreeable, cooperative, and are serious, introspective, and task-oriented.
accommodating.
• People with high dominance are more • People with higher Bs thrive on social
confident, independent, competitive, and interaction and are comfortable around
decisive. unfamiliar people.
• People with low dominance are more • People with lower Bs are more analytical
team-oriented and cautious. They also tend and technical, as well as less comfortable
to seek guidance from others. around unfamiliar people.
The C drive is the need for stability, but it The D drive is the need for correctness.
also assesses pace.
It measures the degree to which an individual It measures the degree to which an individual
seeks consistency and stability in his or her seeks to conform to formal rules and
environment. Individuals who score high on structure. Individuals who score high on this
this dimension are patient, consistent, and dimension are organised, precise, and self-
deliberate. Individuals who score low on this disciplined. Individuals who score low on this
dimension are fast-paced, urgent, and dimension are informal, casual, and
intense. uninhibited.
• People with high C are more relaxed and • People with higher Ds work within the rules
easy-going, not responding well to pressure and guidelines. They are less comfortable
for time. making decisions without all the necessary

information.
• People with low patience are intense,
proactive, and thrive on pressure and • People with lower Ds tend to be more
multitasking. innovative in their thinking and are drawn to

opportunities.
The Predictive Index Test Format

When you take the Predictive Index Test, you will be provided with the same list of
adjectives twice. The first time, you will be asked to mark those qualities that you
believe you are expected by others to demonstrate. The second time, you will be asked
to mark those qualities that you yourself believe you possess. The two lists are
completely identical; the only difference is in the instructions provided with them. Be
careful to read those instructions when you actually take the test.
The predictive index adjective list:
Calm Esteemed Helpful

Popular Worrying Relaxed
Polite Sentimental Exciting
Dynamic Adventurous Assertive
Good-humoured Easy Going Patient
Escapist Unassuming Conscientious
Generous Good Mixer Sophisticated
Unobtrusive Agreeable Persistent
Daring Well-liked Earnest
Tolerant Docile Outstanding
Nice Demanding Sympathetic
Compelling Charitable Loyal
Resolute Persuasive Self-Starter
Tranquil Careful Conventional
Cultured Satisfied Eloquent
Dominant Understanding Cynical
Respectful Spirited Passive
Nonchalant Congenial Gentle
Flexible Obedient Brave
Attractive Cheerful Appealing
Trusting Obstinate Thoughtful
Eager Convincing Self-assured
Shy Responsive Steady
Fussy Neighbourly Competitive
Versatile Selfish Fashionable
Amiable Reserved Neat
Diplomatic Serious Audacious
Self-centred Persevering Polished
Consistent Fearful
Each adjective is related to one or more of the four Predictive Index (PI) primary factors,
and each factor score is computed by counting the adjectives you marked. The more
adjectives of the same factor you mark, the higher your score on that factor.
The discrepancy in your answers between the first and second time you responded are
also accounted for and will be discussed later on.
To control your score, you must recognise to which factor each adjective belongs. To
succeed in that, you must understand the meaning of each of the four primary factors.
For example, you should know that factor A – Dominance is about being forceful,
courageous, aggressive, and competitive; that factor B – Extraversion is about being
friendly, outgoing, and sociable; that factor C – Patience is about being steady, calm,
and unpressured; and that factor D – Formality is about being rule-obedient, orderly,
and traditional. If you understand this breakdown, you will be able to classify most of
the adjectives. Even if you do not manage to recognise to which factor each of the
adjectives belong, most will still be obvious to you.
As was stated previously, the adjective list is like a model of your (future) work
environment, and your set of tick marks represents your particular response to it.
To get you accustomed to binding adjectives to their factors, we have an exercise for
you. In the following table, each column represents a factor. Try to sort the Predictive
Index adjectives and write them down into the table:
D C B A
Formality Patience Extraversion Dominance
Worrying Reserved Generous Dominant
Cultured Relaxed Good-humoured Esteemed
Polite Calm Attractive Cynical
There are 22 Dominance, 21 Extroversion, 22 Patience, and 21 Formality adjectives.

Each adjective, when checked, gives a 'point' to its related factor. (Answer key can be
found at the end of the guide)
The Predictive Index Report
Three profiles are formed on the basis of your answers:
Self – This profile refers to who you believe you are. This is you in your 'natural' state.
The behaviour presented here comes out in circumstances of stress or fatigue—when a
person has no spare energy for self-control. The Self score is calculated from your
responses on the list of adjectives for which you are asked to check those you yourself
believe describe you.
Self-Concept – This profile refers to how you think you should behave in work situations
and is based on the adjectives you marked that you feel describe the way you are
expected to act by others.
Synthesis – This profile is an arithmetical sum of the previous two and is interpreted in
terms of your observed work behaviour, i.e. how you are perceived by the people
around you.
Each of these personality aspects is represented graphically, as seen below.
In its left part, each of the three graphs has its name and the letters A, B, C, and D,
corresponding to each of the PI primary factors. The M factor will be discussed later.
The numeric value by the letters corresponds to the number of adjectives marked that
relate to that factor. Blue points represent your score graphically on a special scale
called the sigma scale.
The M Factor
The M factor counts the total number of adjectives checked and interprets it as your
stamina and energy level. On average, people check 45–95 adjectives on both lists (Self
and Self-Concept). A low M score is not desirable as it is interpreted as both low energy
and low stamina.
Another very important implication of the M factor is the morale. The principle is that a
lower M score in Self-Concept than in Self (checking less adjectives in the 'expected of
you' list than in the 'you yourself believe you are' list) is interpreted as low morale,
whilst the opposite relationship (i.e. checking more adjectives in the Self-Concept list)
indicates high morale.
1
The figure was found in a publically available document from advisa.com
The Difference between the Self and
Self-Concept Graphs
Analysing the difference between the Self and Self-Concept graphs allows assessors to
make inferences on how strongly you feel you need to adapt to your environment and
how different you feel you need to be from the true you. In the extreme examples
below, you can see that the rank order of the traits’ scores changes completely. In the
first case, there is B > C > A > D in the Self graph and D > C > A > B in the Self-Concept
graph. Notice that the trait with the lowest score in the Self graph is that with the
highest one in the Self-Concept graph. The same is true of the other example as well.
These people feel they have to demonstrate behaviours not characteristic of their inner
self. In the long run, the necessity to modify behaviour so dramatically makes one
miserable and unproductive. If you need to adapt to your environment and act
unnaturally for a long period of time, it will eventually take its toll. Thus, try to keep
your profile consistent across the two adjective lists.
Example 1 Example 2
The Predictive Index Graphs and
Professional Profiles
When it is said there are no 'right' or 'wrong' answers on a personality test, it means
there is no such thing as a 'good' or 'bad' personality profile. Rather, the profile is
assessed in the context of the specific demands of the job in question. While a certain
quality, e.g. Dominance, is required by one role, e.g. Director, it may be extremely
unwanted in another role, e.g. Personal Assistant. In the table below, we will
demonstrate a number of profiles and the professions they are suitable to.
Position PI Graph Description

Directing Manager This profile reflects an independent,
goal-oriented, and dominant
personality—someone who knows how
Highest Dominance, to deal with people. Patience is the
High Extraversion, least characteristic feature of this
Lowest Patience, and person, meaning he or she is a
Low Formality pronounced pusher. This graph is a

perfect fit for a leadership position.
Bank Teller, Call This profile represents a people-
Centre oriented person who feels best in a
Representative structured environment. This person
Highest Formality, feels perfect receiving clear instructions
High Extraversion, and implementing them precisely and
Lowest Dominance, immediately.
Low Patience
Nurse, Social This personality type is 'proactive
Worker altruist' because such a person has a
Highest Extraversion, very strong sense of urgency, a firm
High Formality, understanding of what is right, and a
Lowest Patience, Low love of people.
Dominance
Salesperson, Line This is a persuader’s profile. This person
Manager is strongly people-oriented,
competitive, and determined. This
person prefers a fast pace, and
Highest Extraversion,
formalities are not an obstacle when a
High Dominance,
goal has to be reached.
Lowest Patience, Low
Formality
Entrepreneur This is the profile of a bold,
venturesome, and forceful person who
has no patience at all. Neither people
Highest Dominance, nor rules can stop him or her from
Lowest Patience, Low achieving goals.
Extraversion and
Formality
Psychologist, This profile reflects a person who is first
Therapist and foremost interested in other
people. This person convinces gently,
pushes mildly, and, most importantly, is
Highest Extraversion,
not judgmental at all.
Lowest Formality,
Moderate Dominance
and Patience
This profile is perfect for a job in which

Auditor, Inspector you have to know the rulebook by
heart, be aware of every little violation,
and handle problems professionally.
You must be strictly task-oriented and
not care if someone’s interests suffer
Highest Formality,
when you enforce the rules. You must
High Dominance,
be dominant enough to do what has to
Lowest Patience, Low
be done and do it with no delay.
Extraversion
QA Analyst This profile is required for jobs in which
details must not be overlooked, as long
as these details are not at the expense
Highest Formality, of time needed to complete the task.
Lowest Extraversion, This profile is reflective of a job that is
moderate Patience, low
done alone, albeit one that has a place
Dominance
for improvement suggestions.
Personal Assistant, This profile fits a job that requires
Secretary, Service compliance and fast execution of
Personnel assignments. However, such a person
Highest Extraversion, must also be good at maintaining his or

High Patience, her relationships with people.
Moderate Formality,
Lowest Dominance
Conveyor Line This profile is required for a job whose
Worker, Data main characteristics are monotony and
Entry Clerk precision.
Highest Patience, High
Formality, Low
Dominance and
Extraversion
Clerk, Accountant This profile is needed for jobs in which
detailed instructions must be followed
precisely. This profile is good for jobs
Highest Formality, High
performed alone and involving no
Patience, Lowest
interpersonal interaction.
Dominance, Low
Extraversion
Summary
The Predictive Index is quick and easy to take, and it can offer quite a lot of information
to a skilled interpreter. Remember to:
- understand the qualities required by the specific position for which you are
applying. If you feel the personality requirements of the job do not match your
inherent character, it is most probable you will not be satisfied with the job in
the end;
- maintain consistency between the two adjective lists;
- produce a high morale profile, i.e. to check more adjectives in the 'how you
think others expect you to behave' adjective list than in the 'how you yourself
feel you are' one.
Good luck!
Exercise answer key:
A B C D
Dominance Extraversion Patience Formality
Dominant Generous Reserved Worrying
Esteemed Good-humoured Relaxed Cultured
Cynical Attractive Calm Polite
Dynamic Popular Escapist Unobtrusive
Daring Charitable Tolerant Resolute
Adventurous Nice Steady Earnest
Demanding Trusting Persistent Sophisticated
Persuasive Sentimental Patient Conscientious
Assertive Good Mixer Thoughtful Loyal
Exciting Agreeable Tranquil Conventional
Eager Well-liked Nonchalant Diplomatic
Spirited Eloquent Flexible Respectful
Brave Sympathetic Passive Shy
Convincing Amiable Gentle Fussy
Appealing Unassuming Helpful Obedient
Self-assured Responsive Persevering Obstinate
Self-centred Neighbourly Self-Starter Neat
Competitive Congenial Careful Consistent
Selfish Understanding Docile Serious
Fashionable Cheerful Versatile Polished
Audacious Good mixer Easy Going Fearful
Outstanding Satisfied

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The Predictive Index

Factor B – Extraversion – the need to connect with others.

Factor C – Patience – the need for stability and pace.

Factor D – Formality – the need for correctness.

Below you will find a detailed description of each of these factors.

for time. making decisions without all the necessary

multitasking. innovative in their thinking and are drawn to

The Predictive Index Test Format

Calm Esteemed Helpful

There are 22 Dominance, 21 Extroversion, 22 Patience, and 21 Formality adjectives.

Each of these personality aspects is represented graphically, as seen below.

Position PI Graph Description

Highest Dominance, to deal with people. Patience is the

High Extraversion, least characteristic feature of this

Lowest Patience, and person, meaning he or she is a

Low Formality pronounced pusher. This graph is a

Highest Formality, feels perfect receiving clear instructions

High Extraversion, and implementing them precisely and

Lowest Dominance, immediately.

This profile is perfect for a job in which

Highest Extraversion, must also be good at maintaining his or

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