Comparing Predictive Index to Other Assessments

There are many different types of staffing tests available for companies, although two are significantly more popular than others: Predictive Index and DISC. The PI and DISC are most commonly utilized in team-building and talent measurement within a company. To begin, you should know how the two assessments are similar, starting with their origins in science and the work off which they are based.DISC Profile

Both tests utilize the work of William Marston, author of the 1928 book, The Emotions of Normal People, in which he categorized behavioral expression into four types: Dominance, Inducement, Submission and Compliance. In the 1950’s, around the same time, Walter Clark and Arnold Daniels began work on their respective assessments, with Daniels going on to found The Predictive Index. This is where the similarities stop and it becomes clear that The Predictive Index is the best option of the two on multiple levels.


The DISC assessment is a forced-choice test existing in multiple versions, each a cloned and commercialized version of the original design. Comparatively, PI is a free-choice adjective checklist designed to improve the employee selection process, and it has thus evolved over time with continuous research and refinement. When working to improve your company on multiple levels, it is most important that the results are accurate, valid and scientifically proven through meticulous research to work on multiple levels. The only option of the two to fit these criteria is PI.


DISC personality profile is a scientifically-valid assessment designed to better communicate and manage others, but it is not validated for hiring. DISC Profile, a distributor of DISC, even notes that, “DISC is not recommended for pre-employment screening…” This is a significant caveat, measuring employees with a system not suited for the purpose, is putting your company at risk in a number of ways.

PI Factors

The PI is far more complex and versatile, allowing employers a validated way to screen potential employees and make informed selections. The PI system is validated by a number of organizations, such as the Society of Industrial and Organizational Psychologists (SIOP), for the entire life-cycle of an employee; from hire to retire. Thus, it is often the most cost-effective and reliable assessment for a company seeking to improve every aspect of management, from low-tier employees to executive staff.

Predictive Index vs. Myers-Briggs

Assessments such as the Myers-Briggs Type Indicator are not nearly as useful in the same conditions. The Myers-Briggs Type Indicator (MBTI) was created to develop individual growth and understanding, assist in marital counseling, and to aid in academic advising. This is wholly out of place for a workplace environment and will not give a complete Myers Brigg Chartassessment for potential or current employees.

MBTI is a forced-choice assessment, giving individuals a long list of questions for which they must make a choice. It is not uncommon for a person taking the assessment to choose the “lesser of evils” because none of the answers are desirable to them. This can not only skew results,  but lead to a failed assessment from a potentially valid employee.

This is also a long-winded assessment, often taking up to 45 minutes on average to complete. MBTI is not only potentially inaccurate, it is unpopular in the workplace compared to DISC and PI.

Cost Comparison of PI

DISC is offered at a “per report” basis, meaning it can cost anywhere from $40 to $100 depending on the type of report and if you buy a bundle of EPIC Credits, which can be applied toward obtaining multiple reports for $4 each. Not only can this quickly become a large expense per employee, but these reports are not all-inclusive. Each year for testing, recommended for employee measurement, reports would need purchased.

The Predictive Index is an all-inclusive model. An annual subscription based on the number of employees housed at the company. Once subscribed, clients receive an unlimited volume of assessments, software users and reports. A subscription model is more cost-effective for employees to be tested regularly. PI workshops are priced based on the number of individual attendees or a room rate.

Myers-Briggs assessments are also charged per individual assessment, with the total ranging from $15 to $40, depending on how quickly you want to receive results. Supplemental guides and tool kits are also available at an added cost.

The Predictive Index: A Better Fit

Regardless of the employee measurement system, it is better to choose one than none at all. Employee assessments determine who should take on leadership responsibilities and who would successful. The Predictive Index is the best option for the targeted approach, applicability and cost effectiveness compared to other options.