Is Predictive Index Artificial Intelligence?
With a continuous trend of technology in the workplace and equal concerns about equality, safety, and validity of tech tools, many questions have surfaced regarding use of AI in the workplace, with the EU generating the world’s first set of regulations regarding Artificial Intelligence. This article will address Predictive Index tools and assessments as it relates to technology in the workplace.
Okay, but first, what even is AI?
Artificial Intelligence (AI) is a field of computer science that focuses on building smart machines capable of performing tasks that typically require human intelligence. AI is a machine’s ability to perform cognitive functions that we associate with human minds, such as perceiving, reasoning, learning, interacting with an environment, problem-solving, and even exercising creativity. Additionally, what separates AI from human minds is that AI can only draw from pre existing sources (or their defined database) and can’t generate completely new and unique content.
Is the Predictive Index AI?
No. The Predictive Index assessments and reports use algorithms based on years of data accumulated by the science team. The assessment input results in a fixed set of data that is translated into actionable steps in your tools and reports, there’s no machine learning involved.
Why It Matters
The tools you use need to be safe and valid for the workplace. The European Union has recently passed the EU Artificial Intelligence Act which is the world’s first set of regulations concerning AI. The EU AI Act aims to ensure better conditions for the development and use of AI technology, while also protecting users.
AI refers to systems that imitate human intelligence, learn from data, and can make decisions independently. Man-made computer algorithms, on the other hand, are fixed sequences of instructions that solve specific problems and lack the ability to learn or adapt.
PI is Safe for Work: PI treats validation as an ongoing process. PI scientists are continuously adding to a portfolio of validation research, which currently includes more than 350 validity studies.
PI’s assessments and recommended practices comply with:
- Uniform Guidelines for the Development and Use of Personnel Selection Procedures
- American Psychological Association (APA)
- Society for Industrial and Organizational Psychology (SIOP)
- International Test Commission (ITC)
In addition, the PI Behavioral Assessment™ and PI Cognitive Assessment™ are certified under the European Federation of Psychologists’ Association’s (EFPA) Test Review Model.
Can AI be used to cheat on the PI Behavioral Assessment?
Currently – no.
The PI Behavioral Assessment is designed for the human brain. In addition, there’s no “right” or “wrong” answers for the Behavioral Assessment. While the questions on the Behavioral Assessment (and the words you can select) are available with a quick Google Search (and even some articles on “how to prepare”), AI cannot currently predict the output for the PI Behavioral Assessment – we tested it! [Image below]. When asked to suggest answers for the Behavioral Assessment, most chatbots respond with either a statement about the PI Behavioral Assessment, or general knowledge about Drives and Factors from the PI website.
In addition, even if a person was trying to “game” the assessment, or ask generative AI for the answers, the world wide web and chatbots don’t know the Job Target you’ve set for your roles and therefore can’t predict what the preferred outcome of the assessment even is.
Can AI be used to cheat on the PI Cognitive Assessment?
Again, no. For the PI Cognitive Assessment, the PI science teams continuously monitor for the ability to cheat, including if the test questions and answers are available on the web. The PI Cognitive assessment is timed – so any outside resource such as googling a math question or asking ChatGPT a verbal question would take time away from the test-taker, impacting their overall score. In addition, the PI Cognitive Assessment also uses some visual pattern questions that most AI chatbots don’t have the ability to read.
First, educate and communicate! Share how your organization uses PI internally and how you employ the data to improve both your candidate’s and your employees experiences.
Second, use Job Targets to increase validity of PI results for hiring and job matching.
In Summary: Predictive Index doesn’t use Artificial Intelligence
As AI continues to advance and grow in popularity, concerns about its equality, safety, and validity have arisen, leading to the introduction of regulations such as the EU Artificial Intelligence Act. However, it is important to differentiate between AI and tools like the Predictive Index (PI) assessments, which do not involve machine learning and instead rely on fixed algorithms based on accumulated data. The safety and validity of PI tools have been addressed through ongoing validation processes and compliance with industry standards. Furthermore, attempts to cheat on the PI assessments using AI are currently ineffective due to the specific design of the assessments and the inability of AI chatbots to generate accurate responses. To maximize the effectiveness of PI and similar tools, organizations are encouraged to educate and communicate their usage internally and utilize Job Targets to enhance the validity of results for hiring and job matching purposes. Overall, while the concerns surrounding AI in the workplace are valid, the Predictive Index tools demonstrate a commitment to safety, validity, and ethical use.
Psst…just want to let you in on a little secret. We had an AI language model help us when creating this blog. Don’t worry, though! Our expert MindWire team made sure to provide accurate information and give it a thorough review to ensure everything is spot on. So, you can trust that what you’re reading is legit and reliable.