Predictive index cognitive assessment answers

Cognitive data serves as one of the strongest predictors of on-the-job performance, and can serve as a valuable supplement to behavioral data. At its core, the PI Cognitive Assessment measures a person’s ability to learn, adapt, and grasp new information. It is not an IQ test, but rather a scientifically validated measurement that can be applied
alongside other traditional criteria (such as resumes and interviews) to inform the evaluation of an individual employee, candidate, or colleague, as it pertains to a particular role. First, set your Cognitive Target for the role in question. The Cognitive Target is a guide for measuring someone’s ability to handle the essential demands of the role.
Different jobs require different skills, just as they require different behaviors.

To set the Cognitive Target for a role, answer 16 questions on its basic requirements.

Different jobs require different skills, just as they require different behaviors. To set the Cognitive Target for a role, answer 16 questions on its basic requirements. Scores for the Cognitive Assessment are based solely on the number of questions a participant answers correctly. We’ll show you your candidate’s results alongside your Cognitive Target.
If their results meet the target for the role, they should be able to perform the necessary requirements. You can use the Cognitive Target for roles that require: Learning new skills Adjusting to new scenarios in the workplace Processing information at a quicker pace It is not recommended that you use the Cognitive Assessment for: Roles that don’t
have potential for advancement Positions with minimal complexity Instances in which a candidate’s disability compromises their access to or completion of the assessment in the allotted time. The Predictive Index Cognitive Assessment is a 12-minute assessment of an individual’s general cognitive ability. The PI Cognitive Assessment was built and
validated exclusively for use in the workplace and it provides insight into a person’s capacity to learn, adapt, and grasp new concepts. The PI Cognitive Assessment does not measure IQ or previously acquired knowledge (e.g., job-specific knowledge), behaviors, or willingness to make an effort to learn new things. Rather, it indicates how fast an
individual can be expected to acquire new knowledge.The assessment consists of 50 multiple-choice questions from a larger question pool from three categories including verbal, numerical, and abstract reasoning. The questions are selected by the assessment’s linear-on-the-fly test (LOFT) engine to ensure equivalent content and difficulty for each
administration, while also ensuring that a participant won’t be presented with the exact same assessment twice.The total number of correct answers is the basis of the PI Cognitive Assessment score, which is a measure of general cognitive ability. The raw score is converted to a scaled score between 100 and 450. The PI Cognitive Assessment was
developed in 2010 in response to client demand for a short cognitive ability assessment which could provide a predictor for job performance. The development work was conducted in accordance with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological
Testing.According to Carroll’s (1993) theory, speeded completion of tasks is a common facet of many abilities in the domain of general cognitive ability. Without the timed element, it becomes much easier to answer the questions correctly, and the test would no longer measure someone’s ability to learn quickly. A shorter assessment also results in a
better candidate experience. The original question pool was drafted by doctorate-level consultants who wrote 315 items, consisting of between 30-50 items for each content subcategory, and an approximately even distribution of questions by difficulty level. The questions were then reviewed against several criteria by additional consultants, who
reviewed items for clear wording, accuracy, and lack of cultural bias. After this initial review, the questions were sent to a cultural review committee to determine if the items were appropriate for use across different cultures. Several questions were edited or removed based on the results of the review process. Companies should determine their own
policies around use and administration.
The PI Cognitive Assessment is meant for candidates or existing employees applying for a new position with different demands. The PI Cognitive Assessment may not be needed if the job has a low cognitive demand. In addition, the PI Cognitive Assessment should not be used as a development tool and should not otherwise be taken by existing
employees.The benefits of setting job targets are twofold. First, the PI Job Assessment is a useful tool for establishing the behaviors and abilities necessary upon entry to the role. The PI Job Assessment helps clearly establish a role’s requirements, and it serves as a conversational aid in aligning interviewers on what to look for in candidates. By
setting job targets in advance, clients ensure a clear and mutual understanding of a role’s requirements.Setting job targets can also help to mitigate bias in the hiring process. Let’s say a client did not set job targets in advance. When looking at assessment results, the client would be sorting through candidates using an assumption of who would fit
the role best—in other words, there would be very little objectivity in the process. By setting job targets, clients can use match scores to more objectively determine which candidates are suited for the role based on predetermined requirements. Inherently, there is little bias in this process, resulting in better decision making on behalf of the
client.Cognitive match scores are calculated based on their distance from the cognitive job target. If a candidate’s cognitive score is the same as or higher than the target, then the match score is a ten.

The Predictive Index Cognitive Assessment is a 12-minute assessment of an individual’s general cognitive ability. The PI Cognitive Assessment was built and validated exclusively for use in the workplace and it provides insight into a person’s capacity to learn, adapt, and grasp new concepts. The PI Cognitive Assessment does not measure IQ or
previously acquired knowledge (e.g., job-specific knowledge), behaviors, or willingness to make an effort to learn new things. Rather, it indicates how fast an individual can be expected to acquire new knowledge.The assessment consists of 50 multiple-choice questions from a larger question pool from three categories including verbal, numerical, and
abstract reasoning. The questions are selected by the assessment’s linear-on-the-fly test (LOFT) engine to ensure equivalent content and difficulty for each administration, while also ensuring that a participant won’t be presented with the exact same assessment twice.The total number of correct answers is the basis of the PI Cognitive Assessment
score, which is a measure of general cognitive ability. The raw score is converted to a scaled score between 100 and 450. The PI Cognitive Assessment was developed in 2010 in response to client demand for a short cognitive ability assessment which could provide a predictor for job performance. The development work was conducted in accordance
with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological Testing.According to Carroll’s (1993) theory, speeded completion of tasks is a common facet of many abilities in the domain of general cognitive ability. Without the timed element, it becomes much easier to
answer the questions correctly, and the test would no longer measure someone’s ability to learn quickly. A shorter assessment also results in a better candidate experience. The original question pool was drafted by doctorate-level consultants who wrote 315 items, consisting of between 30-50 items for each content subcategory, and an approximately
even distribution of questions by difficulty level. The questions were then reviewed against several criteria by additional consultants, who reviewed items for clear wording, accuracy, and lack of cultural bias. After this initial review, the questions were sent to a cultural review committee to determine if the items were appropriate for use across
different cultures. Several questions were edited or removed based on the results of the review process. Companies should determine their own policies around use and administration. The PI Cognitive Assessment is meant for candidates or existing employees applying for a new position with different demands. The PI Cognitive Assessment may not
be needed if the job has a low cognitive demand. In addition, the PI Cognitive Assessment should not be used as a development tool and should not otherwise be taken by existing employees.The benefits of setting job targets are twofold. First, the PI Job Assessment is a useful tool for establishing the behaviors and abilities necessary upon entry to the
role.
The PI Job Assessment helps clearly establish a role’s requirements, and it serves as a conversational aid in aligning interviewers on what to look for in candidates. By setting job targets in advance, clients ensure a clear and mutual understanding of a role’s requirements.Setting job targets can also help to mitigate bias in the hiring process. Let’s say
a client did not set job targets in advance. When looking at assessment results, the client would be sorting through candidates using an assumption of who would fit the role best—in other words, there would be very little objectivity in the process. By setting job targets, clients can use match scores to more objectively determine which candidates are
suited for the role based on predetermined requirements. Inherently, there is little bias in this process, resulting in better decision making on behalf of the client.Cognitive match scores are calculated based on their distance from the cognitive job target. If a candidate’s cognitive score is the same as or higher than the target, then the match score is a
ten. There is no penalty for being above the target because there is no evidence to suggest that being above the target has a negative impact on job performance. If a cognitive score is below the target, then points are deducted on a sliding scale.Match scores should be used for ranking and prioritizing candidates for further review or interviews, but
they are not designed to be used as a sole decision-making measure. Any assessment used should be considered as another data point through which you evaluate your candidate.There are extended-time versions of the CA available that allow an administrator to provide a participant with an 18 or 24 minute time limit, if needed for legal compliance
with a request for accommodations. These assessments are for participants who have requested extended time and are eligible to receive reasonable accommodations, in accordance with your company’s policies and legal requirements. Requirements differ by country, and employers who use the PI Cognitive Assessment should be familiar with
country-specific laws relating to employment and accommodations in assessment. It is important to note that in the event a candidate requests accommodation on the basis of disability, it is typically a medical professional’s decision as to what accommodation is needed (if any). Neither PI nor the client should make suggestions for the
accommodation. Extended-time versions of the PI Cognitive Assessment are reported on the same score scale as the standard format, and the scoring is linked using equating methods. This allows users to make fair comparisons between candidates, even if one candidate received extended time. Our Science team recently developed a new experience
for CA Sample Questions. The primary purpose of the PI Cognitive Assessment sample questions is to provide an idea of what the assessment experience is like. For instance, the sample questions can be used to show internal stakeholders what the experience is like and to help job candidates prepare for the full assessment.The sample questions
should not be used to make talent-related decisions or to help candidates figure out how they will score on the PI Cognitive Assessment. Further, we do not have any data on the average scores for the sample questions. Scores on the PI Cognitive Assessment are solely based on the number of questions the participant answers correctly. For example,
if Sam answered 20 questions total, but only 15 were correct, and Alex answered 40 questions total and only 15 were correct, Sam and Alex would have the same score on the CA. Scores are not weighted based on the number of questions attempted. Furthermore, only scaled scores on the CA should be considered as opposed to raw scores. In sum,
the number of questions attempted is irrelevant to interpreting CA scores and should not be considered when making hiring decisions. Be cautious when interpreting low scores on the CA. Employees with lower cognitive ability fits will likely learn at an even and consistent pace or rely on past experience and knowledge to succeed. They might excel
when making decisions collaboratively or take a slower, more methodical approach to problem-solving. They will be better suited for tactical, short-term decisions and action. They will often take time to thoughtfully incorporate change into their views of the world. Cognitive ability scores can be very sensitive. We recommend keeping actual cognitive
scores confidential, even among internal stakeholders. We further recommend that authorized administrators communicate results based only on candidates’ fit to the job or ranking compared to other candidates (e.g., “they are a moderate fit to the job” or “they are better for the position than most candidates we have seen”), rather than disclosing
candidates’ raw scores. Internal use of PI Cognitive Assessment scores for coaching and employee development is not a valid use of the assessment (unlike the PI Behavioral Assessment, which is used both for hiring and employee development) and invites interpretations and comparisons that can’t be supported as valid or appropriate.
First, set your Cognitive Target for the role in question. The Cognitive Target is a guide for measuring someone’s ability to handle the essential demands of the role. Different jobs require different skills, just as they require different behaviors. To set the Cognitive Target for a role, answer 16 questions on its basic requirements. Scores for the
Cognitive Assessment are based solely on the number of questions a participant answers correctly. We’ll show you your candidate’s results alongside your Cognitive Target. If their results meet the target for the role, they should be able to perform the necessary requirements. You can use the Cognitive Target for roles that require: Learning new
skills Adjusting to new scenarios in the workplace Processing information at a quicker pace It is not recommended that you use the Cognitive Assessment for: Roles that don’t have potential for advancement Positions with minimal complexity Instances in which a candidate’s disability compromises their access to or completion of the assessment in the
allotted time. The Predictive Index Cognitive Assessment is a 12-minute assessment of an individual’s general cognitive ability. The PI Cognitive Assessment was built and validated exclusively for use in the workplace and it provides insight into a person’s capacity to learn, adapt, and grasp new concepts.
The PI Cognitive Assessment does not measure IQ or previously acquired knowledge (e.g., job-specific knowledge), behaviors, or willingness to make an effort to learn new things. Rather, it indicates how fast an individual can be expected to acquire new knowledge.The assessment consists of 50 multiple-choice questions from a larger question pool
from three categories including verbal, numerical, and abstract reasoning. The questions are selected by the assessment’s linear-on-the-fly test (LOFT) engine to ensure equivalent content and difficulty for each administration, while also ensuring that a participant won’t be presented with the exact same assessment twice.The total number of correct
answers is the basis of the PI Cognitive Assessment score, which is a measure of general cognitive ability. The raw score is converted to a scaled score between 100 and 450. The PI Cognitive Assessment was developed in 2010 in response to client demand for a short cognitive ability assessment which could provide a predictor for job performance.
The development work was conducted in accordance with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological Testing.According to Carroll’s (1993) theory, speeded completion of tasks is a common facet of many abilities in the domain of general cognitive ability.
Without the timed element, it becomes much easier to answer the questions correctly, and the test would no longer measure someone’s ability to learn quickly. A shorter assessment also results in a better candidate experience. The original question pool was drafted by doctorate-level consultants who wrote 315 items, consisting of between 30-50
items for each content subcategory, and an approximately even distribution of questions by difficulty level. The questions were then reviewed against several criteria by additional consultants, who reviewed items for clear wording, accuracy, and lack of cultural bias.
After this initial review, the questions were sent to a cultural review committee to determine if the items were appropriate for use across different cultures. Several questions were edited or removed based on the results of the review process. Companies should determine their own policies around use and administration. The PI Cognitive Assessment
is meant for candidates or existing employees applying for a new position with different demands.
The PI Cognitive Assessment may not be needed if the job has a low cognitive demand. In addition, the PI Cognitive Assessment should not be used as a development tool and should not otherwise be taken by existing employees.The benefits of setting job targets are twofold. First, the PI Job Assessment is a useful tool for establishing the behaviors
and abilities necessary upon entry to the role. The PI Job Assessment helps clearly establish a role’s requirements, and it serves as a conversational aid in aligning interviewers on what to look for in candidates. By setting job targets in advance, clients ensure a clear and mutual understanding of a role’s requirements.Setting job targets can also help
to mitigate bias in the hiring process. Let’s say a client did not set job targets in advance. When looking at assessment results, the client would be sorting through candidates using an assumption of who would fit the role best—in other words, there would be very little objectivity in the process. By setting job targets, clients can use match scores to
more objectively determine which candidates are suited for the role based on predetermined requirements. Inherently, there is little bias in this process, resulting in better decision making on behalf of the client.Cognitive match scores are calculated based on their distance from the cognitive job target.

Scores for the Cognitive Assessment are based solely on the number of questions a participant answers correctly. We’ll show you your candidate’s results alongside your Cognitive Target. If their results meet the target for the role, they should be able to perform the necessary requirements. You can use the Cognitive Target for roles that require:
Learning new skills Adjusting to new scenarios in the workplace Processing information at a quicker pace It is not recommended that you use the Cognitive Assessment for: Roles that don’t have potential for advancement Positions with minimal complexity Instances in which a candidate’s disability compromises their access to or completion of the
assessment in the allotted time. The Predictive Index Cognitive Assessment is a 12-minute assessment of an individual’s general cognitive ability. The PI Cognitive Assessment was built and validated exclusively for use in the workplace and it provides insight into a person’s capacity to learn, adapt, and grasp new concepts. The PI Cognitive
Assessment does not measure IQ or previously acquired knowledge (e.g., job-specific knowledge), behaviors, or willingness to make an effort to learn new things. Rather, it indicates how fast an individual can be expected to acquire new knowledge.The assessment consists of 50 multiple-choice questions from a larger question pool from three
categories including verbal, numerical, and abstract reasoning. The questions are selected by the assessment’s linear-on-the-fly test (LOFT) engine to ensure equivalent content and difficulty for each administration, while also ensuring that a participant won’t be presented with the exact same assessment twice.The total number of correct answers is
the basis of the PI Cognitive Assessment score, which is a measure of general cognitive ability. The raw score is converted to a scaled score between 100 and 450. The PI Cognitive Assessment was developed in 2010 in response to client demand for a short cognitive ability assessment which could provide a predictor for job performance. The
development work was conducted in accordance with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological Testing.According to Carroll’s (1993) theory, speeded completion of tasks is a common facet of many abilities in the domain of general cognitive ability.
Without the timed element, it becomes much easier to answer the questions correctly, and the test would no longer measure someone’s ability to learn quickly. A shorter assessment also results in a better candidate experience. The original question pool was drafted by doctorate-level consultants who wrote 315 items, consisting of between 30-50
items for each content subcategory, and an approximately even distribution of questions by difficulty level. The questions were then reviewed against several criteria by additional consultants, who reviewed items for clear wording, accuracy, and lack of cultural bias. After this initial review, the questions were sent to a cultural review committee to
determine if the items were appropriate for use across different cultures. Several questions were edited or removed based on the results of the review process. Companies should determine their own policies around use and administration. The PI Cognitive Assessment is meant for candidates or existing employees applying for a new position with
different demands. The PI Cognitive Assessment may not be needed if the job has a low cognitive demand. In addition, the PI Cognitive Assessment should not be used as a development tool and should not otherwise be taken by existing employees.The benefits of setting job targets are twofold. First, the PI Job Assessment is a useful tool for
establishing the behaviors and abilities necessary upon entry to the role. The PI Job Assessment helps clearly establish a role’s requirements, and it serves as a conversational aid in aligning interviewers on what to look for in candidates. By setting job targets in advance, clients ensure a clear and mutual understanding of a role’s requirements.Setting
job targets can also help to mitigate bias in the hiring process. Let’s say a client did not set job targets in advance. When looking at assessment results, the client would be sorting through candidates using an assumption of who would fit the role best—in other words, there would be very little objectivity in the process. By setting job targets, clients
can use match scores to more objectively determine which candidates are suited for the role based on predetermined requirements. Inherently, there is little bias in this process, resulting in better decision making on behalf of the client.Cognitive match scores are calculated based on their distance from the cognitive job target. If a candidate’s
cognitive score is the same as or higher than the target, then the match score is a ten. There is no penalty for being above the target because there is no evidence to suggest that being above the target has a negative impact on job performance.
If a cognitive score is below the target, then points are deducted on a sliding scale.Match scores should be used for ranking and prioritizing candidates for further review or interviews, but they are not designed to be used as a sole decision-making measure. Any assessment used should be considered as another data point through which you evaluate
your candidate.There are extended-time versions of the CA available that allow an administrator to provide a participant with an 18 or 24 minute time limit, if needed for legal compliance with a request for accommodations. These assessments are for participants who have requested extended time and are eligible to receive reasonable
accommodations, in accordance with your company’s policies and legal requirements. Requirements differ by country, and employers who use the PI Cognitive Assessment should be familiar with country-specific laws relating to employment and accommodations in assessment. It is important to note that in the event a candidate requests
accommodation on the basis of disability, it is typically a medical professional’s decision as to what accommodation is needed (if any). Neither PI nor the client should make suggestions for the accommodation. Extended-time versions of the PI Cognitive Assessment are reported on the same score scale as the standard format, and the scoring is linked
using equating methods. This allows users to make fair comparisons between candidates, even if one candidate received extended time. Our Science team recently developed a new experience for CA Sample Questions. The primary purpose of the PI Cognitive Assessment sample questions is to provide an idea of what the assessment experience is
like. For instance, the sample questions can be used to show internal stakeholders what the experience is like and to help job candidates prepare for the full assessment.The sample questions should not be used to make talent-related decisions or to help candidates figure out how they will score on the PI Cognitive Assessment.
Further, we do not have any data on the average scores for the sample questions. Scores on the PI Cognitive Assessment are solely based on the number of questions the participant answers correctly. For example, if Sam answered 20 questions total, but only 15 were correct, and Alex answered 40 questions total and only 15 were correct, Sam and
Alex would have the same score on the CA. Scores are not weighted based on the number of questions attempted. Furthermore, only scaled scores on the CA should be considered as opposed to raw scores. In sum, the number of questions attempted is irrelevant to interpreting CA scores and should not be considered when making hiring decisions. Be
cautious when interpreting low scores on the CA. Employees with lower cognitive ability fits will likely learn at an even and consistent pace or rely on past experience and knowledge to succeed. They might excel when making decisions collaboratively or take a slower, more methodical approach to problem-solving. They will be better suited for
tactical, short-term decisions and action. They will often take time to thoughtfully incorporate change into their views of the world. Cognitive ability scores can be very sensitive. We recommend keeping actual cognitive scores confidential, even among internal stakeholders.
We further recommend that authorized administrators communicate results based only on candidates’ fit to the job or ranking compared to other candidates (e.g., “they are a moderate fit to the job” or “they are better for the position than most candidates we have seen”), rather than disclosing candidates’ raw scores. Internal use of PI Cognitive
Assessment scores for coaching and employee development is not a valid use of the assessment (unlike the PI Behavioral Assessment, which is used both for hiring and employee development) and invites interpretations and comparisons that can’t be supported as valid or appropriate. What matters most is a candidate’s score relative to target scores
for hiring purposes. The Predictive Index has even made such comparisons easy with the inclusion of match scores to the PI software. In an effort to ensure that the answers to the items on the assessment remain confidential, The Predictive Index does not release individuals’ questions or responses to those questions. Cognitive assessments that are
extremely predictive of job performance often produce lower average scores for some protected demographic groups. Administrators of the PI Cognitive Assessment are responsible for ensuring that candidates are properly informed about the assessment process, that the assessment is administered fairly and in compliance with their organization’s
standards as well as all applicable law, and the confidentiality of participants’ scores, and the proper overall use of the assessment across the organization. Please ask your PI consultant for the PI Cognitive Assessment Administrator’s Guide for more information. The PI Cognitive Assessment Sample Questions are found in the administrator’s
invitation, if the administrator chose to include them. Anyone with this link may complete the sample questions. No personal information is requested or stored in association with the sample questions.PI account owners can include the link in their default PI Cognitive Assessment invitation by customizing the email message under their account
settings.The primary purpose of the PI Cognitive Assessment sample questions is to provide an idea of what the assessment experience is like. For instance, the sample questions can be used to show internal stakeholders what the experience is like and to help job candidates prepare for the full assessment.The sample questions should not be used to
make talent-related decisions or to help candidates figure out how they will score on the PI Cognitive Assessment.The sample questions give candidates the opportunity to get familiar with test content, structure, and format prior to taking the actual test. This gives all participants a comparable baseline level of familiarity with the test prior to its high-
stakes administration. Sample questions should also help eliminate the “shock” that some participants can face with a cognitive ability assessment, making test scores more reflective of actual cognitive ability and potentially eliminating some of the effects associated with nerves or novelty.Your organization should set a policy regarding the use of the
sample questions. Be consistent: If one candidate is given the opportunity to complete the sample questions, all candidates should be given the same opportunity.Your organization should set a policy about this as well. You may wish to provide candidates with extra preparation by asking them to complete the sample questions even if you’re
administering the PI Cognitive Assessment twice. Doing so increases the chances of candidates feeling well-prepared when completing the final PI Cognitive Assessment. However, it also adds to the overall time that a candidate must spend preparing for and completing assessments — and some people won’t like that.While it’s ultimately up to your
company to set a policy regarding if and when candidates will receive the sample questions, the simplest method is to send the sample questions along with the email that contains the invitation to complete the PI Cognitive Assessment. This can be done by using the “Invite by email” function of the PI Software. Please note that account owners can
also set a custom message on the “Administration” page, which will override any custom email settings under “Send an Assessment.”However, if you choose to customize your email invitation the PI Cognitive Assessment, you can add the option to complete the PI Cognitive Assessment sample questions by inserting the link into the custom text field of
the email invitation.Candidates do not receive a score at the end of the sample questions. However, they will be able to see which questions they answered correctly and incorrectly, as well as the correct responses to all questions.The sample questions are not meant to serve as a preview of PI Cognitive Assessment performance; rather, they are
meant to help the candidate become familiar with assessment content and format, including taking the test under timed conditions.While it’s possible that a candidate who answers all sample questions correctly will also score well on the PI Cognitive Assessment, these tests have not been equated. As mentioned previously, performance on the sample
questions is not a valid indicator of cognitive ability or performance.The questions are intended to increase accessibility of test content and format, making the test more fair and enhancing the test taking experience for all candidates.While sample test questions cover the same content domains and style as the PI Cognitive Assessment item pool,
they’re unique questions—there is no overlap.The use of sample questions is a standard sample for many assessments, including academic assessments such as the SAT, GRE, GMAT, and LSAT, among hundreds of others. In fact, many of these assessments have a whole industry of paid exam preparation materials and education just to help individuals
prepare for the exam. Despite the fact that such preparation materials are available, these exams are trusted by many institutions, such as college and university admissions offices. Sample tests are no different. Providing candidates with a sample test actually serves to increase fairness for all candidates by providing everyone with the same
preparation.