Predictive Index Personality Types - Full Guide

What Are the 17 Predictive Index Personality Types

The Predictive Index reference profiles are created based on the results of the PI behavioural assessment, a unique personality test in which you must select personality characteristics / adjectives from a list of 86 that describe how you see yourself, and how you believe you are supposed to behave at work. Through your choices, a profile is created based on four factors - which are essentially groups of personality characteristics.

Each one of the Predictive Index personality types has a different balance of the four factors, reflecting unique workplace characters with different work styles, social preferences, and preferred environments. By learning about the Predictive Index reference profiles and the theory behind them, you will be able to understand what your assessor is looking for and arrive well-prepared for your PI behavioural assessment. 

The Four Factors

The four PI behavioural assessment factors are categories to which each of the 86 personality traits belongs. After completing the test the answers give weight to each of the factors, and by calculating how high or low each factor is, the Predictive Index profiles are created. 

• Dominance: represents the drive to exert influence on people or events.
• Extraversion: represents the drive for social interactions with others.
• Patience: represents the drive for consistency and stability.
• Formality: represents the drive to conform to rules and structure.

The Predictive Index Personality Types

Within the 17 Predictive Index profiles, there is a further division into four types of profiles, which group together the types that have similar scores in the four predictive index factors. 

Analytical Profiles – Predictive Index reference profiles belonging to this group are more task-oriented than people-oriented, work at a faster pace, and are more dominant and formal than socially extravert.

• Analyzer – the main personality characteristics for this profile are those connected with assertiveness, pensiveness, intensity, and thoroughness. This reference profile ranks high in dominance and formality, and low in extraversion and patience. Analyzers are highly disciplined, analytical, innovative, and driven, and take ownership of their tasks. They might also be seen as having excessively high standards and requirements that can slow them down.
• Controller – the main personality characteristics for this profile are autonomy, matter-of-factness, impatience, and precision. This reference profile is high in formality, low in patience, and medium in dominance and extraversion. People belonging to this profile control their work closely and don’t like to delegate, and are conservative and risk-averse. While they are well-organized and results-oriented, they don’t always do well in ambiguous situations.
• Specialist – the main personality characteristics for this profile are matter-of-factness, precision, acceptance, and efficiency. The specialist reference profile is very high in formality, and low in dominance, extraversion, and patience. Specialists are very disciplined and thorough, but can be overly cautious in their work and have difficulties communicating effectively.
• Strategist – the main personality characteristics for this profile are related to independence, reflectiveness, intensity, and organization. The strategist reference profile is highest in dominance, slightly high in formality, average in extraversion, and low in patience. Strategists are very results-oriented and driven, with an emphasis on innovation and decisions made on deep analysis. They see the big picture and therefore at good at foreseeing problems and being able to prioritize multiple responsibilities. Interpersonally they might be perceived as hard-headed and impatient.
• Venturer – the main personality characteristics for this profile include assertiveness, analysis, drive, and nonconformity. People belonging to the venturer reference profile are very high in dominance, while scoring low in extraversion, patience, and formality. They are self-motivated and goal-oriented, and place higher importance on large-scale long-term goals rather than smaller short-term ones. These types can drive change and innovation within the organization and help prevent stagnation. They might find adhering to authority or structure difficult, and tend to thrive when given a lot of independence.

Social Profiles – Predictive Index reference profiles belonging to this category are relationship focused and highly extraverted in comparison to others.

• Altruist – the main personality characteristics for this profile are related to cooperation, sociability, a fast pace, and organization. This reference profile is high in extraversion and formality, and low in dominance and patience. The altruist thrives on cooperation and good work relations, and is high in efficiency and work ethic. They help build team cohesion and improve collaboration due to these attributes, and have an organized and efficient work style. Might become frustrated in work environments where there is not enough room to interact and collaborate with others.
• Captain - the main personality characteristics for this profile are related to competitiveness, enthusiasm, drive, and nonconformity. Captains thrive when asked to solve problems, and in environments where there is change and innovation. They are also strategic thinkers, who focus on the big picture. They are outgoing and sociable, able to handle pressure, and tend to be natural leaders.
• Collaborator - the main personality characteristics for this profile are cooperation, empathy, casualness, and patience. The collaborator personality type is high in patience and extraversion, and low in dominance and formality. Collaborators are great team players who are highly friendly, understanding, and willing. They like to bring others into their decisions and are highly approachable and open to helping colleagues. They also dislike risks and tend to be more reactive than proactive, and don’t handle pressure or unsupportive work environments well.
• Maverick - the main personality characteristics for this profile are enthusiasm, drive, and adventurousness. This reference profile is most high in dominance, slightly less high in extraversion, a little below average in patience, and low in formality. Mavericks are innovative and are not scared of failing while looking for creative solutions. They respond well to pressure and are very goal-oriented, while also being good team players who delegate freely and like to influence others. They also don’t always react well to strict authority or structure, and may be intolerant of things that slow them down.
• Persuader - the main personality characteristics for this profile are confidence, persuasiveness, and casualness. People belonging to this reference profile are high in extraversion, slightly high in dominance, below average in formality, and low in patience. Persuaders help to drive change and can help avoid stagnation, and aren’t afraid to take risks when necessary. They are good team builders and motivators, with a proactive and results-oriented work style. Persuaders thrive on independence and an open and dynamic work environment, but can be perceived as being overly casual and loose with rules.
• Promoter - the main personality characteristics for this profile are patience, flexibility, collaboration, and openness. People belonging to this reference profile are high in extraversion, average in patience, lower than average in dominance, and low in formality. Promoters are highly gregarious and thrive in social situations, meaning they are good team workers that increase harmony. They are outside-the-box thinkers and good motivators, so they can often be the source of new directions in the workplace. Their extraversion and need for acceptance can also be a source for frustration, if they feel unappreciated.

Stabilizing Profiles – Predictive Index profiles belonging to this category are low in dominance and extraversion, and high in formality. People belonging to these profiles work well in highly structured and formal environments.

• Adapter – the main personality characteristics for this profile are versatility and flexibility, and people belonging to this reference profile are average in all four factors. Adapters are good bridge builders in a team since they have a strong drive that causes friction with others. They can easily work with a variety of people and in a variety of situations, adapting themselves to fit what’s needed for the mission at hand. Since they are so adaptable and don’t have strong preferences they put first, they might appear hard to understand on a deeper level meaning.
• Craftsman - the main personality characteristics for this profile are analytical, deliberate, precise, and accommodating. People belonging to this reference profile are very high in patience and formality, while ranking low in dominance and extraversion. The craftsman values careful and analytical work leading to highly accurate results. They are great at communicating information and foreseeing problems, and work very well within thoroughly planned and structured environments. They might face difficulty in ambiguous situations, or when facing criticism.
• Guardian - the main personality characteristics for this profile are steady, diligent, pensive, and helpful. This reference profile is highest in formality, slightly above average in patience, a bit below average in extraversion, and low in dominance. Guardians dedicate a lot of attention to detail in their work, and are highly skilled. They can be trusted to deliver high levels of execution, and have excellent discipline – however, they can struggle in ambiguous situations that don’t fit in with their clear-cut view of the work, and can be sensitive to criticism.
• Operator - the main personality characteristics for this profile are cooperative, pragmatic, stable, and thorough. People belonging to this reference profile are high in patience, above average in formality, below average in extraversion, and low in dominance. Operators are excellent team players since they have a lot of respect for others’ ideas, and have a relaxed and cooperative work style. They are highly patient and conscientious, meaning they have the ability to get tasks done effectively and without fuss. Their focus on getting tasks done can sometimes be perceived as being too narrow and lacking in strategic thinking.

Persistent Profiles – Predictive Index profiles belonging to this category are high in the dominance and patience factors and low in extraversion. people belonging to these profiles are very detail oriented, and prefer having high levels of control over their work.

• Individualist - the main personality characteristics for this profile are confident, analytical, methodical, and non-conforming. This reference profile is high in patience, above average in dominance, and low in extraversion and formality. Individualists, as their name implies, enjoy independence, and are highly results-oriented and persistent in their tasks. Their nonconformity and persistence mean that they can drive change and help avoid stagnation, pushing the organization forward. They might struggle with teamwork, and can appear overly opinionated or stubborn.
• Scholar - the main personality characteristics for this profile are autonomous, introspective, deliberate, and reserved. This reference profile is highest in formality, above average in dominance and patience, and low in extraversion. Scholars are highly analytical and data-driven, with strong discipline and execution and excellent organization. They focus on a high level of technical expertise in their work, and emphasize accuracy and methodology while avoiding risk. Working in a team can be challenging for scholars, as they can be uncomfortable in social situations or when facing disagreements.

About Predictive Index

Predictive Index (or PI for short) are a leading psychometric assessment company from the United States which was founded over sixty years ago in 1955.

Although Predictive Index began as a company that offers behavioural assessment tools (PI Behavioural Assessment), they have since grown and now also offer a leading cognitive assessment tool (PI Cognitive Assessment) as well as a tool used by organizations to internally analyze their positions and the attributes they’re looking for in applicants (Predictive Index Job Assessment).

These three assessments together mean that Predictive Index offer tools for comprehensive, in-depth analysis when it comes to a company’s recruitment process needs, and it’s no surprise that these are used by some of the job market’s leading employers, including IBM, Canon, Nissan, and more.

The Predictive Index Test is as tough as it is respected, so being well-prepared is crucial. Our test development team have learned the tests in and out to make sure that we can offer accurate and thorough Predictive Index prep which guarantees you get the score you need.

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