Kostick Test (PAPI): 20 Dimensions of the Work Profile

The Kostick test, or Perception and Preference Inventory (also called PAPI after its English acronym), was developed by Dr. Max Kostick to be used in the workplace.

The Kostick test allows the analysis of the applicant's performance in their position and provides their psychological profile. It is estimated that this test is used by approximately 10% of recruiters.

The test has evolved while keeping its basic structure. There are two versions of the PAPI. One is based on selecting the one of two statements that best describes the applicant. However, the two statements are not always related to each other.

The other version of the Kostick test aims to rate, on a seven-point scale, a statement related to the work or professional environment.

Recently, a third version or variant has emerged, derived from the first two and applied specifically to more advanced problems.

Objectives of the test

The objectives of the Kostick test are to establish the applicant's flaws and qualities. Likewise, specific traits of their personality, in order to validate their profile both at the time of hiring and for their internal development.

Administering the Kostick test

The test lasts approximately twenty minutes. The recruiter can propose up to 126 statements to choose or rate. It can be administered from the age of 16 and analyzes the individual's behavior in the workplace. The test uses no specific or technical vocabulary and stands out for its simplicity.

Like other similar tests, it can be administered collectively or individually. Another advantage is that the test can also be used to get to know better the employees who are on the company's regular payroll. In this way, information can be obtained about the potential they could develop within their position in the organization.

Scoring the Kostick test

Interpreting the test is laborious and requires quite a lot of work. Once the Kostick test is completed, it provides results that determine the professional personality based on the questions posed.

The results are plotted on a circular chart made up of 22 scales (need or role scales), which are divided into seven character traits that show specific traits.

The scales are organized by groups of factors and represented by a letter. The notion of role is also presented, which is a key concept that adds an interesting professional dimension to the result.

The need scales determine the desire to influence, attract attention, give opinions, relate to others, among others.

The role scales determine how a person leads, attends to detail, plans, controls their emotions and keeps their pace. The results, through the indicators, show the recruiter parts of the person's personality.

The roles and their related scale indicate the idea that an applicant has of themselves in the work context (planning, attention to detail).

The needs and their scale indicate the drivers of a behavior (liking for finished work, need for belonging).

Factors of the "PAPI" test

The "PAPI" is a tool that can help in understanding management styles across twenty dimensions of behavior associated with job performance, and it is organized around seven general factors:

Energy level

• Need to complete an activity or task

• Intense effort in carrying out the task

• Need for achievement

Adaptability at Work

• Theorist or thinker

• Interest in details

• Organization

Social Nature

• Demands to be noticed

• Being sociable

• Need for group belonging

• Need for affection

Leadership

• Leader role

• Need to control others

• Ease in making decisions

Emotionality

• Emotional nature

• Need for change

• Rigid, emotional mind

• Aggressiveness/passivity/defensiveness

Subordination

• Need for supervision and/or support

• Need for rules and supervision

Modus vivendi

• Always active

• Vigorous

Validity and accuracy

Although the Kostick test is considered one of the best tests for determining the personality of a professional profile, it also raises some reservations.

Lack of sincerity of the subject

Some applicants may lie when answering the test, trying to answer the questions based on a personality they want to invent.

As a result, some candidates may manage to hide flaws and could be hired.

Encouragement to multiply facets of personality

Although the Kostick test appeared more than 60 years ago and has been improved and modernized since then, its initial approach remains the same: separating personal personality from professional personality.

However, the current trend in organizational psychology is to combine both, based on the existence of a global personality rather than several facets.

One of the criticisms made of the test is that it maintains this boundary and offers a multipolar view of personality.

While behavior may differ in a work situation, professional personality is a notion that can be exaggerated and even incorrect from a scientific point of view.

Given the complexity of the results and the many variations, the Kostick test is a personality test that can create confusion.

This instrument is very effective when it is adapted to its target, but… how do you compare candidates, or employees, who take different versions of the test?

On the other hand, it is important to remember that this test has been proven. It is one of the first generation of tests adapted to the business sector.

However, its limitations have begun to be recognized in comparison with more precise and robust tests.

For example, some statistically validated tests, such as the BIG 5 and the 16 PF, now have greater consensus within the global scientific community.

We can sum up by saying that the Perception and Preference Inventory test was originally designed for use in the workplace. The test allows the analysis of the applicant's performance in their position and provides their psychological profile. It is estimated that this test is used by approximately 10% of recruiters.

The purpose of this test is to identify the applicant's flaws and virtues and the specific traits of their personality, in order to validate their profile both at the time of hiring and for their internal development.

Although the Kostick test is currently one of the most widely used by recruiters, it also raises some reservations, such as the complexity of the results and their many variations, which some specialists consider a source of confusion.