The PAPI test is particularly nuanced. It does not measure "good" or "bad" personality traits; rather, it maps a candidate’s needs and drives. For instance, it assesses whether an individual is motivated by achieving personal goals (need for achievement) or by influencing and leading others (need for power). It also measures how an individual interacts with their environment—whether they prefer structure and rules or thrive in ambiguity. By utilizing tools like the "Ipsative" scoring method (comparing the candidate's answers against their own previous answers rather than a general population), PAPI provides a deep, holistic view of a person’s working style.
The true value of the Cubiks test lies in the synthesis of these two data points. A candidate might score exceptionally high on cognitive ability (Logiks) but show a low tolerance for ambiguity on the personality test. This signals to an employer that while the candidate is intelligent, they may struggle in a chaotic startup environment. Conversely, a candidate with moderate cognitive scores but high social intelligence and resilience might be the perfect fit for a client-facing role.
The test usually consists of multiple-choice questions, with a time limit for completion. The questions are designed to be challenging, but not impossible to solve.