PI Creating Job Targets 2 — Questions and Answers
Question 1: When creating a PI Job Target, which four behavioral factors are used to define the ideal candidate profile?
- Dominance, Extraversion, Patience, Formality (Correct answer)
- Conscientiousness, Agreeableness, Openness, Neuroticism
- Drive, Influence, Stability, Compliance
- Leadership, Communication, Adaptability, Detail-Orientation
Correct answer: Dominance, Extraversion, Patience, Formality
PI Job Targets are built around the four PI Behavioral Assessment factors: Dominance (A), Extraversion (B), Patience (C), and Formality (D).
Question 2: A hiring manager wants to define a job that requires someone who is highly detail-oriented and follows established procedures closely. Which PI factor should be set HIGH in the Job Target?
- Dominance
- Extraversion
- Patience
- Formality (Correct answer)
Correct answer: Formality
Formality (Factor D) reflects a drive for structure, precision, and adherence to rules—setting it high targets candidates who value accuracy and process.
Question 3: In the PI software, what is the primary output when stakeholders complete the Job Assessment?
- A ranked list of current employees by performance
- A behavioral pattern defining the ideal candidate (Correct answer)
- A salary benchmark for the role
- A list of competencies mapped to SHRM standards
Correct answer: A behavioral pattern defining the ideal candidate
The Job Assessment aggregates stakeholder responses to produce a behavioral pattern—the Job Target—representing the ideal behavioral fit for the role.
Question 4: Which statement best describes the purpose of a 'fit score' generated by comparing a candidate's PI pattern to a Job Target?
- It predicts the candidate's IQ relative to peers
- It measures how closely a candidate's behavioral drives match the role's requirements (Correct answer)
- It calculates the candidate's expected salary demand
- It scores the candidate's technical skill certifications
Correct answer: It measures how closely a candidate's behavioral drives match the role's requirements
The fit score quantifies the alignment between a candidate's behavioral drives and the behaviors defined as ideal in the Job Target.
Question 5: A Job Target for a Customer Service Manager role should most likely include a HIGH setting for which factor, given the need for frequent team collaboration and client interaction?
- Dominance
- Extraversion (Correct answer)
- Patience
- Formality
Correct answer: Extraversion
Extraversion (Factor B) drives sociability and collaboration, making it a key factor to set high for roles requiring frequent interpersonal engagement.
Question 6: When multiple stakeholders independently complete the Job Assessment for the same role, what does the PI system do with their responses?
- Selects the most senior stakeholder's profile as the final target
- Averages the responses to form a composite Job Target (Correct answer)
- Requires stakeholders to meet and agree on a single answer set
- Ignores outlier responses and uses the median pattern only
Correct answer: Averages the responses to form a composite Job Target
PI averages stakeholder responses to produce a composite Job Target that reflects the collective view of the role's behavioral demands.
Question 7: Which PI concept refers to the range of behavioral scores around the Job Target midpoint that still represents an acceptable fit?
- Reference Profile
- Pattern Spread
- Target Band (Correct answer)
- Fit Range
Correct answer: Target Band
The Target Band defines the acceptable range of behavioral scores around each factor midpoint, allowing for some variation while still indicating a good job fit.
PI Creating Job Targets 2
When creating a PI Job Target, which four behavioral factors are used to define the ideal candidate profile?