Growing up we were told to do well in school, go to college, graduate and get a job. We all attributed our professional success to our academic prowess. However, your academic aptitude is not the only basis on which that coveted job determines if you are a good fit for the position. Psychometric assessments have been used as a form of pre-employment screening for years, and in many cases play a major deciding factor in a company’s hiring process. These tests provide employers with some insight into a prospective employee’s thought process and help them to determine just how well suited an individual is for a job. The PAPI 3 Personality test is one of those assessments.
What Is the PAPI 3 Personality Test?
The Personality and Preference Inventory (PAPI) is one of the many personality tests (arguably the world’s leading personality test) used to assess 22 personality traits and their workplace suitability. Professor Max Kostick at the Boston State College designed the exam in the ’60s. Since the initial test was authored an additional two tests have been introduced: the PAPI3-N test (N for normative) for the employer and the PAPI3-I test (I for iterative) for the candidate. Though the tests are very popular, questions have been raised about the test’s accuracy and overall effectiveness in helping to compare prospective employees.
There are new versions of the exam, recently published, geared towards sales and leadership posts. These exams zone in on traits which are deemed essential for job success in these roles.
Being among the world’s top personality tests, the PAPI test is available in quite a few languages and designed in a way to be culturally sensitive in the various countries in which it is offered.
Below are the key aims of the PAPI 3 Assessment:
->Identify Talent
->Screen Job Candidates
->Develop Current Employees
->Strengthen Hiring Decisions
How to Pass the PAPI 3 Personality Test?
It is believed that a person’s personality is heavily based on their experiences during their first five years of life. As these exams are a measure of your personality traits, it is almost impossible to believe that a study guide would serve you any real purpose in preparing for this exam. Preparation is important nonetheless.
Preparation for personality tests simply helps the candidate to become more familiar with the material. The familiarity makes the exam less mysterious, and candidates can be more confident going into the assessment center. Not only do you gain confidence, but you learn the way in which you can highlight the personality traits most suited for the job vacancy. This is especially true if you do practice tests (which can be found online at the Cubiks website) with both questions and answers. You can compare the answers you have to the ones which are recommended to highlight specific characteristics.
Practising a single trait at a time is also one of the frequent suggestions encountered when tackling personality tests. If you give the desired traits individual attention, you are more likely to know how best to answer the questions to highlight these qualities. This is especially important for the traits which you believe you are least likely to possess but are an asset to the company you are applying. This practice increases the chances of selecting favorable responses which are more slanted towards the desirable traits.
Conclusion
If you want to get hired, you must make yourself visible among the other applicants. These pre-employment tests are one of the ways in which you can set yourself apart from the crowd and should, therefore, be taken seriously. Take heed of the tips provided to you, tap into as many resources as you need to and, don’t hesitate to ask for assistance when you need it.
