The PAPI test: a personality test that hasn't aged a day since the 60s
Contrary to what Spanish speakers might think, the PAPI test is not a paternity test. Far from it, in fact, the PAPI personality questionnaire stands for " Personnality and Preference Inventory".
Granted, that doesn't make it any clearer. That's why, thanks to Appvizer, you'll know everything there is to know about the PAPI test. From its definition to how it works, and its advantages and limitations for comparing candidates!
The PAPI test: the candidate personality test
The PAPI test: definition
The PAPI test is a personality test that helps you find out more about your current and future employees. It is specifically designed to take into account data relevant to the professional sphere.
Sometimes used by managers for employees already in the company, it proves to be a considerable asset in job interviews to gauge the personality of candidates during the recruitment process.
The aim of the test is to decipher a candidate's or employee's professional personality. At the end of the PAPI test, you'll know more about the person's needs, motivations and behavior. The qualities and shortcomings are then clearer, and you're in a better position to determine whether he or she is the right person for the job.
Designed by psychologists in the early 60s, it is considered an extremely reliable tool and has been updated over the decades to provide increasingly accurate results.
The benefits of the PAPI test
The aim of a PAPI test is to give you an idea of how an employee is developing in his or her working environment. With the help of this test, you can draw up a profile of the candidate or employee you have tested.
For recruitment purposes, it is used to anticipate candidate behavior. Once the test has been taken during an interview, it shows you the candidate's strengths, weaknesses and assets. As a recruiter, it will then be easier to determine whether a given profile is suitable for the position you have to offer. A relatively short test, generally lasting between 10 and 20 minutes, it is perfectly suited to a job interview.
Beyond job interviews, the test can also be used as part of your employees' career development . Having them take a PAPI test helps you to see more clearly their personality at work , and guides you in the directions they can take within the company.
Which PAPI test should I use during an interview?
The PAPI-I (or classic) test
The PAPI-I test, known as the " ipsative" test, is the basis of the test. It asks questions with two possible answers. The questions ask for answers without the possibility of argumentation. To a question such as " I work fast", the candidate is obliged to answer " yes" or " no", without the possibility of qualifying his or her answer.
As a recruiter and during the interview, there's nothing to stop you persuading the candidate to elaborate. This makes for a more human exchange, and allows you to get to know the candidate in greater depth. However, it's best to turn directly to the more up-to-date PAPI tests, which are already designed to qualify the candidate's statements.
The PAPI-N (or normative) test
The PAPI-N test, known as the " normative" test, is a PAPI test in which candidates rate their agreement with statements on a scale of 1 to 7. It comprises 126 statements such as " I make decisions quickly". The candidate then answers with one of these 7 statements:
- Strongly agree,
- I agree,
- Somewhat agree,
- Neither agree nor disagree,
- Somewhat disagree,
- disagree,
- Strongly disagree.
The PAPI 3 test
The PAPI 3 test is the most recent and most widely used test. Created in 2014, it aims to provide a more detailed analysis of the candidate's personality. This PAPI 3 test is based on the BIG 5 personality model, which takes into account 5 personality traits:
- the conscientiousness personality trait,
- the extraversion personality trait,
- the agreeableness personality trait ,
- the narcissistic personality trait,
- the openness personality trait.
The PAPI 3 test is based on the form of the ipsative and normative PAPI tests, and completes its analysis by detailing candidates' personalities in greater detail.
Interpreting PAPI test results
Once a candidate has completed the PAPI test , the results are presented in the form of a graph. This circular graph illustrates the candidate's professional personality.
Example of a PAPI 3 test result
The pie chart is divided into 7 character traits. These traits are then divided into sub-categories to get a more precise idea of the candidate's position. These sub-aspects are rated on a scale of 1 to 10, based on the answers to the questions asked of the candidate during the PAPI test.
The PAPI 3 test, which is more comprehensive than the normative and ipsative PAPI tests, is therefore the one to choose if you want the most significant results. Despite the information that the PAPI test provides on a candidate , it does have certain limitations that need to be taken into account.
Limitations of the PAPI test
Although the PAPI test can be a good tool for determining a candidate's personality, there are a few reservations about the results you may obtain. Every good system has its flaws, and the PAPI test is no exception.
The risk of candidate insincerity
Candidates may feel intimidated when taking a PAPI test. To give a good impression of themselves, they may embellish the truth, or even lie, thereby distorting the test results. Choosing to recruit a candidate who hides his or her shortcomings or claims to have qualities he or she doesn't possess means you run the risk of jeopardizing the smooth running of your business.
Be sure to present the PAPI test as a personality test designed to help you better understand a potential employee's behavior in the workplace. Make it clear to the candidate that if he or she has personality traits that may be perceived as a flaw, they should be seen as areas for improvement that can be worked on.
Failing to take this factor into account can put your company in difficulty, and as a recruiter, it's you who may suffer the consequences.
The dissociation of personal and professional personality
Although the PAPI test has been perfected since its inception, it is still a test that was created almost 60 years ago. Its basic principle remains unchanged: the dissociation of personal and professional personality.
The test therefore excludes the principle that a candidate has an overall personality , seeing him or her only through the prism of more or less pronounced personality traits. This goes against the grain of professional psychology, which is increasingly tending to unite professional and personal personalities.
What can we learn from the PAPI test?
As you can see, the PAPI test is a relatively simple personality test to set up. And because it's relatively short (between 10 and 20 minutes), it can be perfectly complementary to the classic job interview process.
As well as giving you a better idea of the candidate's personality, it helps you to better visualize them in their potential working environment. Keep in mind, however, that under no circumstances should it be used as a determining factor in your decision to recruit a candidate.
The PAPI test is there to guide recruiters in their decision-making. It is only one of many factors to be taken into account in the recruitment process.
Article translated from French