Bring back M score
We used the "M" score to see how many words were circled. For example, if someone only chose 12 words and someone else chose 80 words, you could see the difference. In the new software, you can't tell how many words were chosen. Today, if they only choose 12, you're not getting enough information, so we really don't know who we're hiring. That was a very important feature to us.
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20 Nov, '24
Alex Tompkins AdminHighlighted comment
Partners should not be promulgating M score through workshops, webinars, or client interactions. More information can be found here: https://predictiveindex.seismic.com/app#/contentmanager/detail/1/4bcaddfd-a9c3-4be1-8b54-d5d652d10ae9/info/List/title -
20 Nov, '24
Alex Tompkins AdminSplitting over 2 Comments. Thank you for the comments and suggestions. We are incorporating this work into our roadmap but with some changes. As detailed in the November 4th All Network Webinar, we will be providing text and a numeric value in the Download report within Inspire Only. It will not be included in the BA Report for Candidates in Hire. This numerical value will not be called "M-Score". It will be labeled "Number of Items Selected" and will have a value for both Self and Self-Concept. As part of the status change of this Feature suggestion, we are also moving it to the Inspire feature board from Hire's page (here on feature upvote). Some additional background - The decision was made to remove M from the behavioral assessment reports in PI2 because there is currently no evidence to support use of M in workforce decision-making. Further, internal research has not provided a strong indication that M provides any meaning or value beyond its scoring mechanism.
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20 Nov, '24
Alex Tompkins AdminWe're marking this as "out of scope". If you want to add more updates please review the above comments and go to Inspire's board.
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03 Dec, '24
Fred HenselThe old way of scoring is much richer in detail. We have made more than one bad hire due to the hiding of this valuable information. We absolutely have to have this back. The graphic presentation is of utmost importance to profiles like mine, which 75% of small company entrepreneurs are similar. This is a deal breaker for us, and I cannot imagine it not being for many other small companies. I would like to add a document with some examples of what I am talking about.
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04 Dec, '24
Fred HenselHere is an update to that document that shows some of the examples where the lack of this information has hurt our company with some bad hires. We are only a 10 person company, so this is a huge expense, but I will not hire without something like this.
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11 Aug, '25
Sofia Tempestoso Admin Mergedpreviously known as the 'M Score' - I know that we moved away from training folks on using this as pre-objective hiring data, however, a lot of clients just like this (in my opinion as a comfort thing) and have requested it recently so wanted to do due diligence by adding to feature upvote on their behalf for candidate reports specifically.
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02 Sep, '25
Becca VanDerveer MergedTo add to Sophia's post, I wouldn't label it as a "comfort" thing. Having access to number of words checked for candidates allows validation of the assessment. Per the 2022A version of the PI People Data Tool kit, When Self M or Self-Concept M are less than 10, it is possible that patterns can appear
extremely wide and not accurately reflect the true magnitude of behavioral drives.
This is because when M is below 10, the BA pattern is very sensitive to very small item
differences. For example, choosing two more A words with a Self M of 7 can artificially
inflate the Factor A score above 3 sigma. In reality, two additional A words do not make
someone extreme. Therefore, when M is below 10 for Self or Self-Concept, extreme
factor patterns should be interpreted with caution"
This hasn't changed in PI2 and is still a necessary piece of data for consultants and trained analysts to review Please reconsider. -
25 Sep, '25
John Kimball MergedM score is very important for us in hiring. For example, when hiring a machinist a lower M score is preferrable. In the past M score was one of the most important factors I looked at when hiring. Pleae bring it back!
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28 Jan
John Kimball MergedI would love to see the m count in hire. It is critical to how I view certain characteristics. For instance, if someone is high C, I feel like they will be more likely to have a greater sense of urgency if they have a high m count.
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28 Jan
Caraline O'Brien System"M count in hire" (suggested by <Hidden> on 2026-01-28), including upvotes (1) and comments (0), was merged into this suggestion.
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06 Feb
Caraline O'Brien System"Bring back M score" (suggested by <Hidden> on 2025-09-25), including upvotes (1) and comments (0), was merged into this suggestion.
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31 Mar
Caraline O'Brien System"Number of adjectives selected on candidate BAs" (suggested by <Hidden> on 2025-08-11), including upvotes (36) and comments (1), was merged into this suggestion.
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