What Is A Cubiks Assessment?
Cubiks specialises in personalised talent management and assessment solutions. It creates aptitude and personality tests for every career stage from screen candidates to supporting employees to develop their skills.
The personality and aptitude tests have decades of scientific backing and are now used by 1000s of companies across the globe. Cubiks also provide people analytics, leadership development, and resilience tools, to help with every aspect of talent management.
Which Tech Employers Use Cubiks Assessments?
Cubiks has a strong reputation across multiple sectors including pharmaceuticals, HR, and tech. This means that a number of high profile companies use Cubiks assessments in the recruitment process, including:
- Dixons Carphone
- ArcelorMittal
- Bayer
- Audi
Tech companies most commonly use Cubiks assessments as early screening tools as they provide easily comparable objective data on each candidate.
How Cubiks Tests Work
Cubiks provide personalised assessment tests, which make them very appealing to big companies who are hiring for very specialised roles, such as tech companies. This means that they can screen candidates for the job-specific skills that they need to, ensuring that you have the right ability level.
There are two main suites of tests available from Cubiks: the Logiks ability tests and PAPI personality assessments.
Cubiks Logiks Tests
Cubiks Logiks tests are their general ability assessments, which are designed to quickly and accurately determine ability levels. Both the intermediate and advanced Logiks tests cover numerical reasoning, verbal reasoning, and abstract reasoning.
Intermediate
The intermediate Logiks test is slightly less difficult, which means it is more often used as a general screening tool. It has 50 questions:
- 24 verbal
- 16 numerical
- 10 abstract
You are given just 12 minutes to complete this test (roughly four minutes per section), but this makes it an ideal assessment for roles with high numbers of applicants.
Advanced
The advanced Logiks test has just 30 questions, but they are more complex than the ones found on the intermediate. The structure of the general test includes:
- 12 verbal
- 8 numerical
- 10 abstract
As the advanced Logiks tests are more difficult, you are more likely to come across one of these further along the recruitment process.
The advanced Logiks tests can also be given as more focused, single subject assessments.
Logiks Abstract Tests
Abstract reasoning is a 15-minute cognitive test, which assesses your ability to solve problems, think logically, and make connections. Abstract reasoning is also known as diagrammatic reasoning because you are presented with shapes and images, and asked to identify patterns in the sequences.
Employers like to use these tests because they show creative thinking, which is difficult to assess through other means. Abstract reasoning is also popular in tech recruitment because spatial reasoning and working with abstract concepts is a key part of the tech industry, so these assessments show your aptitude for this kind of work.
Logiks Numerical Tests
Strong numeracy skills are highly valued in the tech industry, which is why so many employers like to use numerical reasoning tests during the recruitment process.
These tests are 25-minutes long and assess your ability to work with numerical information and process data presented through charts and graphs. Typically, numerical reasoning questions are presented as mathematical challenges that are found in the day-to-day workings of the role, showing employers how well you would perform on the job.
Logiks Verbal Tests
Verbal reasoning is another popular aptitude test because it demonstrates your ability to read and process text-based information under pressure, which is vital to the modern workplace. You will be given 25-minutes to read different passages containing industry-related information and choose the answer that is true according to all the information you have gathered.
This kind of test shows that you are able to filter out important information, come to logical conclusions, and decipher fact from fiction. Verbal reasoning tests are also a way of demonstrating your communication and language abilities, which are important when working with a team or in a client-facing role.
Cubiks Situational Judgement Tests
A type of personality assessment used is a situational judgement test. During these, you will be given a brief description of a common workplace scenario and asked to either rate or rank responses according to how effective you think they are.
Employers are using SJTs more as they provide insight into your working style, leadership qualities, communication skills, and overall suitability to the role. As the scenarios given are often reflective of situations you will face on the job, this assessment can offer an understanding of the role.
PAPI Personality Assessments
A personality and performance index (PAPI) assessment is Cubiks' in-depth personality assessment. These are often used later on during the recruitment process to get to know you better, or as part of an employee development programme.
The most important thing to remember about personality assessments is that they are not tests. There are no right or wrong answers, and being honest about yourself and your answers is best for both employers and you.
PAPI N test
A PAPI N (normative) is a type of personality assessment most often used during recruitment because the results are compared against other test-takers. It is used to assess workplace behaviours and responses around leadership, organisation, decision making, and social cohesion, to determine if you are suited for a particular role.
There are 126 statements on the PAPI N, which you will have to indicate how much you agree with on a Likert scale of 1-7 (from disagree completely to agree completely). It is not timed, but it takes people 15-30 minutes to complete, depending on how familiar they are with the structure of the questionnaire.
PAPI I test
The PAPI I (ipsative) consists of 90 pairs of statements, presented in a forced-choice format. Although in a slightly different structure, it also tests the same personality factors as the PAPI N, which are:
- Active dominance
- Persistence
- Openness to new experiences
- Sociability
- Work Tempo
- Agreeableness
- Desire to achieve
The PAPI I is not designed to be compared to others, which means that it is better suited for a later stage candidate or for employee development. This assessment is primarily used to get a better understanding of what motivates you as an employee and your work-style preferences.
How To Pass Cubiks Publisher Tests
Research The Company
Cubiks provide guides to all of their assessments, which can help you understand what is expected of you and how the tests work. Take time to do some research and to better focus your energy.
Practice Tough Questions
Though it can be unpleasant, is it a good idea to do the most practice on the questions you find hardest. Aptitude tests are an important part of the recruitment process and can be the difference between you progressing or not, so make sure you do everything you can to perform well.
Understand The Format
Every test is unique and there are multiple types of assessments provided by Cubiks, which means you can be caught out if you're not paying attention. Do plenty of practice tests and take a look at Cubiks' guides on their assessments to ensure you know what's coming up.
Read The Questions Carefully
Although you don't have much time to complete these tests, it is important that you don't rush and make small mistakes. Take your time to read through all of the instructions and the questions carefully, this can help you to answer more questions correctly.
