PI Cognitive Assessment

WHY PI Cognitive Assessment™?

Many years of research show that general cognitive ability is the single best predictor of future job performance*. Being able to absorb new information, adapt to changing situations, solve problems, and process complex information are aspects of practically any job. Performance within these areas and pace of learning are strongly associated with successful on-the-job performance. PI Cognitive Assessment provides you with such valuable information about a person’s general cognitive ability.

* SMITH, M. & SMITH, P. (2004) Testing People at Work: Competencies in Psychometric Testing. Wiley-Blackwell.

Certified by DNV-GL

The PI Cognitive Assessment is certified by DNV-GL. The PI Cognitive Assessment has been reviewed by DNV following the in-depth standards defined by the European Federation of Psychologists’ Associations’ (EFPA) Test Review Model.

DNV GL certification - the predictive index

What is PI Cognitive Assessment?

PI Cognitive Assessment is a web based assessment available in 80 languages, measuring a person’s general cognitive ability. PI Cognitive Assessment contains verbal, numerical and abstract questions.

PI Cognitive Assessment is scientifically validated, culture neutral and takes 12 minutes to complete. Each assessment is unique as it is generated dynamically from a large pool of questions.

WHO USES PI Cognitive Assessment?

PI Cognitive Assessment is used by HR-departments and/or managers for recruitment and selection in order to clarify and confirm around the cognitive capabilities of a candidate.

PI Cognitive Assessment is also used to support the development, assessment, promotion or talent management of individual employees.

HOW IS PI Cognitive Assessment USED?

The predictability of future job performance when using a cognitive assessment is significantly higher when recruiting or promoting for complexity positions like managerial or specialist positions. Even though predictability increases with job complexity, predictability is still high for non-complex roles when compared to other selection tools*.

Consequently, the PI Cognitive Assessment may be used for all levels and positions to:

  • Select end employ the best suited candidates for the jobs.
  • Develop and promote employees and leaders.
  • Identify future potentials (employees with a high cognitive ability level often leave low complexity positions if they feel under-stimulated).
  • Performance management (map high performance KPI:s and cognitive abilities).


PI Cognitive Assessment is used by public and private organizations of all sizes and industries to:

  • Increase productivity by using PI Cognitive Assessment before deciding on onsite interview (through mail or phone feedback when there are many applicants).
  • Increase quality by letting all applicants called for interview complete PI Cognitive Assessment (instead of only final candidates) to choose the best candidate from the best data.
  • Quality assure without external recruitment agencies/assessment centres.
  • Create a positive feedback based on candidates’ strengths (thanks to verbal, numerical and abstract questions in the same test).
  • Compare potential between candidates (1:1 comparable) or to norm groups.

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