The Cubiks company is a global business that creates aptitudes exams for candidate screening and reassessments of employees. The firm was founded in 2000 and has recently been acquired by PSI services that specialize in employment selection, managerial assessments, licensing and certification tests, distance learning testing, and license management services.
After this merger, the Cubiks tests are becoming more and more popular worldwide, having clients in over 50 countries, and the assessments can be found in 30 languages. Their services are continually being improved with the use of science and technology, bringing the best employees to the right companies, and helping them progress in the sector.
Unlike many other assessment companies, Cubiks also offer personalized and flexible exams that are created directly with the client to fit with their needs.
All exams developed by Cubiks are specific for each position and sector; the tests are usually taken online as a pre-hiring process. The company claims that the tests offer an accurate description of the candidate’s skills and competencies that are needed for the role, which is why the exams are so popular.
The Cubiks exams can be ability tests, personality assessments, situational judgment tests, and leadership assessments. Each exam is designed to identify a set of characteristics that fit the purposes of the company, and they also have a time limit to complete.
According to Cubiks, these exams can filter out 75% of the candidates and will expedite the hiring process, making the interviews much more effective and productive. This is why the Cubiks services are used by companies like the National Audit Office, accounting firms, agricultural companies, and different manufacturing companies.
It can be complicated to talk about all different types of Cubiks exams because, as mentioned earlier, the company does provide personalized examinations for clients. Still, the most popular types of exams you may find are:
PAPI – Personality Assessment
PAPI stands for Personality and Preference Inventory, which was initially designed in the 1960s by a professor of Industrial Psychology, Dr. Max Kostick. In 1996 this assessment was reviewed to reflect the changes in society and has been improving ever since.
Today, PAPI is a very comprehensive exam that can be completed online and has two different versions, according to Cubiks:
An untimed test that usually takes 20 to 30 minutes to complete, it displays a simple statement and asks the candidate to rate how accurate that statement is according to their personality.
An example of a statement would be “I am constantly trying to change,” and the scale goes from “Strongly Agree” to “Strongly Disagree.”
It’s also an untimed test that can take up to 35 minutes to complete, each question will display three statements, and the candidate should choose which one represents their personality most accurately and which one is least accurate.
An example is: “I enjoy being the focus of the group”, “I like to try different ways of doing things”, and “It is important to me to be successful”.
Though the exams are very different in format and timing, all of them have the same primary goals:
- Comprehensive evaluations.
- Provide the candidate with valuable insight, so they are more aware of their performance.
- It should be used in companies to select candidates, not just in psychological studies.
Logiks – Ability Tests
The ability examinations are also split into two: the intermediate and the advanced. Both tests can determine how the applicant processes abstract and non-abstract information, verbal, and numerical in order to assess their general cognitive ability.
Since the advanced exam is very specific and can go in-depth into various abilities, the intermediate exam is more commonly found. It has a 12-minute time limit and will cover three sections:
This part contains 24 questions and 4 minutes to complete, which can seem challenging, but the problems are straightforward since most of them just require a basic knowledge of English and the ability to recognize patterns.
An example is: “A train is to a track as a car is to:”, and in this case, the right answer would be “road”.
This part contains 16 questions to be answered in 4 minutes, and all of the questions will involve basic maths. The math is not the challenging part, what makes it difficult is the short time limit that forces the applicant to respond quickly.
An example is: “30 watches cost 1460 Euros. What is the price of 6 watches?”
This part contains 10 questions to be completed in 4 minutes. It resembles an IQ test, where the candidate is supposed to look at a pattern of abstract figures and define a structure. Then, the candidate has to decide which figure should be included to complete the sequence of figures.
SJT – Situational Judgement Tests
The situational judgment assessment will define if a candidate is fit for hire by determining how they answer to certain workplace issues. The applicants will be confronted with a typical work problem and will be given a set of actions, then, you should determine which action will be more effective in resolving the issue.
For example, “It is your first week in the electronics department. A customer approaches you, asking for a recommendation on what type of laptop he should buy. You spend some time giving your recommendation based on the customer’s requirements and then realize a new model has come in, which you are not familiar with. What would you do?”
Your options will vary from “Don’t mention the new product to the customer at all” to “Explain to the customer there is a new product you don’t have information about and tell them you will seek that information”.
Each action should be rated from 1 to 5, which means from “Counterproductive” to “Highly effective”.
In these exams, the usual recommendation is to be honest about what you know and don’t know. After the result, the exam will be able to tell if you are fit to work in the company while having a healthy relationship with colleagues.