Cubiks is an international assessment and development consultancy, designing products utilized by businesses in over 50 countries around the world throughout Europe, America, Asia and the Middle East. Cubiks combines business psychology with human resources and IT expertise to offer an extensive portfolio of products and services used by companies for selection, development, talent management and competency management.
Cubiks offer a range of different products and services. These include ability tests, assessment centres, personality tests, development centres, E-tray exercises, team building and leadership training.
1. Ability Tests
Reasoning tests include numerical, diagrammatical and verbal reasoning. They come in a number of different versions owing to companies often opting to tests candidates more than once. The amount of questions and length of time of the tests depends on the level of employment that they are being used for.
Numerical tests are used to measure an individual’s ability to analyse and interpret data using basic arithmetic and calculations expected in the workplace. The data is normally presented in the form of graphs, tables and diagrams.
Verbal tests are used to examine the individual’s ability to read and interpret written information.
Diagrammatic tests are used to assess an individual’s ability to analyse and draw conclusions from diagrammatically presented data. It requires the candidate to detect similarities and differences within the patterns of data provided.
2. Personality Tests
PAPI – a work related personality assessment to evaluate the behavior and preferred work style of individuals. The data collected is then used to identify areas for development.
CIPQ – a self-report questionnaire is used to assess the underlying aspects of the individuals personality. It covers the 5 big personality dimensions; Agreeableness, Conscientiousness, Extraversion, Emotional Stability and Openness to Experience. It assesses at a deeper level and when combined with PAPI can provide invaluable insight into the individual.
3. Situation Judgement Tests
Designed to assess an individual’s aptitude and suitability for a role based on their responses to a series of decision-making scenarios. They are often used to screen out 30-50% of candidates.