People often believe soft skills are fixed. You either have them or you don't. There's some truth to this. Some people are naturally better communicators or team players. But like any skill, soft skills can be developed with effort and self-awareness.

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Technical skills are important, but soft skills are what truly set individuals apart, that’s why we say that having strong soft skills is crucial for career success. They help you land jobs, take on leadership roles, build strong teams, and achieve long-term career growth. 

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Recognizing this need, various tests emerged to measure soft skills. However, the effectiveness of these tests can vary. Some focus heavily on personality traits, which may not directly translate to actual workplace skills.

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Let's dive deeper in this article and explore how the  PAPI works and when we should use it. 

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Decoding the Personality and Preference Inventory (PAPI) Test 

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What is the PAPI test? 

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The Personality and Preference Inventory (PAPI) is a widely used psychometric test that provides insights into an individual's personality. Papi was developed in the 1960s by Max Kostick, who was a professor of Industrial Psychology at Boston State College. PAPI has become a cornerstone in the fields of psychology, human resources, and organisational development.

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📣 What you need to know about PAPI:

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1. 20-30 minutes to complete;
2. 44-162 items, depending on version;
3. Available in over 30 languages;
4. Measures work-related personality and preferred style of working.

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The origins of PAPI

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Max Kostick developed PAPI to address the need for a reliable and comprehensive tool to evaluate personality in occupational settings. His work was driven by the desire to help organisations better understand their employees, leading to improved job satisfaction, productivity, and overall workplace harmony.

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What’s interesting? Unlike some personality tests such as MBTI, PAPI goes beyond simply labelling someone as an introvert or extrovert. It focuses on the unique combination of personality traits and preferences that each person possesses.

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The 2 Different PAPI formats

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The PAPI test is delivered in 2 formats: PAPI-N (Normative) and  PAPI-I (Ipsative)

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1. The PAPI-N (Normative) format

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The PAPI-N test format compares an individual's personality to a larger group, providing a relative picture of their traits and preferences. 

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This format lasts 25-30 minutes.

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This assessment tool is a normative instrument, meaning it focuses on comparing individuals against a set standard.

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How does PAPI-N work? The PAPI-N presents individuals with individual statements, each accompanied by a rating scale similar to a Likert scale. This scale might range from "strongly agree" to "strongly disagree." 

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Here’s a quick snapshot of the test 👇🏼

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This format allows employers to directly compare candidates for a specific job role. Individuals taking the PAPI-N might be more inclined to present themselves in the most favourable light, knowing their responses are being measured against a benchmark.

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Here are 3 commonly shared situations where people often use PAPI-N:

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1. Candidate selection;
2. Matching a candidate profile;
3. Developing internal benchmarks.

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2. The PAPI-I (Ipsative) format

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The PAPI-I test format focuses on the internal dynamics of an individual's personality, exploring the relative strength of different traits without comparing them to others. 

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This format lasts 30-35 minutes.

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How does the PAPI-I test work? Imagine a series of challenges presented in pairs, like the one you see on the image 👇🏼

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The individual will choose the statement that best reflects their natural tendencies, revealing their:

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• Roles: These describe the individual's work style. Are they a meticulous planner or a quick-thinking problem solver? The PAPI-I identifies their natural inclinations.

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• Needs: These explore the individual's motivations. What drives them? Do they crave achievement or prefer a collaborative environment? The PAPI-I sheds light on their inner fire.

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Being surrounded by thousands of similar personality tests you may ask: Why is the PAPI test different? 

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The answer lies in exactly what we just covered - its two distinct formats - PAPI-N and PAPI-I. While many tests compare you to a larger group, the PAPI offers a choice. 

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The PAPI-N focuses on how you stack up against a standard, ideal for situations like candidate selection. But the PAPI-I takes a unique approach, delving into your internal personality dynamics. It doesn't compare you to others, instead revealing your natural work style and motivations to create a personalised roadmap for your professional journey.

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How the PAPI test works? 

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Ever feel like you're drowning in a sea of personality tests? We've all been there, bombarded with questionnaires promising to crack the code to our dream career. 

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But with so many options out there, how do you pick the right one? Is the PAPI test the key to unlocking your professional destiny, or is there a better fit in the assessment toolbox? 

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Let's dive in and find out!

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Understanding 7 dimensions and 20 subdimensions of the PAPI tests

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The PAPI focuses on 7 key dimensions and 20 subdimensions, each revealing a different aspect of your work personality. Here's a breakdown of each dimension and what it tells us:

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1. Motivation at work - This dimension delves into employees' ambition through 3 key areas:

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• Task tenacity: This explores preference for finishing tasks or delegating them.
• Achievement drive: This reveals ambition and desire to excel. Does the person strive to do better than others, or simply complete his/her assigned work?
• Hard worker role: This measures a person's dedication and how much he/she exerts him/herself at work. It's linked to their need to feel active and engaged.

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2. Working style - This dimension explores how the person organises and tackles the work. It is measured through two roles and one interest:

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• Organisation type: Assesses the individuals in terms of their organisational ability.
• Conceptual thinker: Assesses the extent to which individuals are concerned with planning and reflecting on possible solutions and outcomes for a particular situation or problem. A low score in this role indicates someone who prefers activities and tasks that require a more practical and direct approach.
• Interest in details: Related to the importance individuals assign to details in their daily life or if they focus more on the broader picture.

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3. Leadership skills - This dimension explores the qualities that make someone a great leader:

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• Taking charge: examines the need to control and influence others. Does the person feel comfortable guiding his/her team and showing them the ropes, or prefers a more hands-off approach?
• Decision dynamo or careful considerer: is a person quick and decisive, or does he/she prefer to weigh all options carefully before making a move?
• Natural leader or supportive team player: Does a person have a natural inclination to take charge, or is she/he more comfortable in a supportive role?

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4. Subordination ability - This dimension explores a person's need for guidance and structure:

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• Following the leader: A person's desire to please your superiors. Does he/she feel the need to meet their expectations closely, or prefers the freedom to work autonomously?
• Structure seeker or free spirit: This one examines the need for clear instructions. Does a person require detailed rules and supervision, or does he/she flourish in a more flexible environment?

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5. Sociability - This dimension paints a picture of how person builds relationships with colleagues:

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• Building bonds: Does the person seek friendships with coworkers, or prefers a more formal approach?
• Team player or solo act: Does the person thrive working with others, or functions better independently?
• Communication comfort: Is the person a smooth talker, or does he/she find social interaction challenging?
• Standing out or blending in: Does the person crave the spotlight, or prefers to keep a lower profile?

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6. Temperament - This dimension explores emotional landscape at work:

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• Craving change or comfort in consistency: TDoes the person embrace new challenges, or prefers stability and routine?
• Keeping cool: This assesses a person's emotional control. Is he/she prone to impulsive outbursts, or manages his/her emotions well?
• Assertiveness on display: This explores a person’s approach to conflict. Does the person shy away from disagreements, or takes a firm stance when needed?

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7. Activity - This dimension defines the person in terms of work rhythm/pressure, as well as their preference for more sedentary activities or those that require greater physical effort:

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• Speedy or steady: This examines work pace. Can a person work under pressure and work quickly, or prefers  a more relaxed and methodical approach?
• Energizer bunny or easygoing: This reveals a person’s level of physical energy. Does the person function best in a less physically demanding environment?

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By understanding these dimensions and subdimensions, the PAPI offers valuable insights into the person’s work personality. 

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Why the PAPI test ?

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As such, we can now identify PAPI’s primary goals:

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• Enhance self-awareness: Helping individuals understand their strengths, weaknesses, and preferences.
• Support career development: Guiding career choices and professional growth based on personality traits.
• Facilitate recruitment and selection: Assisting employers in identifying candidates who are best suited for specific roles.
• Improve team dynamics: Aiding in the formation of balanced and effective teams.
• Inform leadership development: Helping identify potential leaders and tailoring development programs to their needs.

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In sum, It delves into areas like motivations, working style, ambitions, habits, morals, and interpersonal skills. 

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Alright, PAPI might reveal that you're a team player. That's great! But can it predict if you'll be the first to volunteer for extra tasks or the one strategically avoiding them? Here's where things get tricky. 

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PAPI offers a personality snapshot, but it doesn't directly assess the specific soft skills needed for workplace success. 

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Is the PAPI the best test? 

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Understanding the PAPI test 🔍

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While PAPI is a popular choice for employers, here's a closer look at its pros and cons:

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The 3 strengths of Papi Test 

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1. Detailed insights: It goes beyond basic personality traits, providing quite a comprehensive picture of an individual.
2. Tailored reporting: Reports cater to different audiences, allowing for targeted insights.
3. Global reach: PAPI is available in 30 languages.

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The 4 limitations of PAPI Test 

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1. Limited soft skill assessment: PAPI focuses on personality traits, not directly assessing the specific soft skills required in many jobs today.
2. Social desirability bias: There's a chance individuals might answer in a way they think is favourable, impacting the accuracy of the assessment.
3. Limited soft skills development guidance: PAPI doesn't provide clear roadmaps for improving soft skills.
4. Psychologically backed: PAPI is grounded in psychological research and offers a reliable foundation for interview discussions, but has not been scientifically rooted.

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To sum up, PAPI offers valuable insights, but it's just one piece of the puzzle. 

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Before we discover the best soft skills assessment tool, let's first explore some alternative personality tests.

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Which personality test is the best ? 

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The 3 most popular personality test 

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As we said in the beginning, various tests emerged to better understand people, so PAPI was not the only one in this trial. 

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Here are a 3 other personality test examples:

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1. Hogan: Similar to PAPI, Hogan focuses on personality traits. While it offers valuable insights, it also faces limitations in directly assessing soft skills.

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2. DISC: This framework categorises individuals into behavioural styles. However, DISC can be overly simplistic and doesn't provide a comprehensive picture of soft skills.

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3. Big Five: This model assesses five broad personality traits. While it can offer clues about soft skills, it lacks the specific focus needed for a deep evaluation.

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The 3 main challenges with traditional soft skill assessments

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As we could see, all these alternatives have similar shortcomings: they all often rely on self-reporting or provide a limited view of an individual's soft skill capabilities. 

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Additionally, focusing solely on personality traits, as many traditional assessments do, can neglect crucial information about an individual's practical skills and abilities. Without a comprehensive approach that includes both personality and actionable soft skill development, organisations risk overlooking key areas for improvement and growth.

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1. The Evolving need for adaptability over fixed personality traits

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In today's rapidly changing technological landscape, the traditional emphasis on fixed personality traits for job suitability is becoming less relevant. With the rise of AI and the acceleration of technological advancements, the key for thriving in modern workplaces lies in the ability to learn new skills and adapt quickly to changing environments.

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2. From fixed traits to adaptable skills

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Historically, hiring and development practices focused heavily on identifying fixed personality traits believed to predict job performance. Assessments like PAPI provided valuable insights into these traits, helping match individuals to roles where their inherent characteristics could flourish. However, as technology continues to evolve at an unprecedented pace, the demands of the job market are shifting dramatically.

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3. Importance of adaptability

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In today's AI-driven and automated world, the ability to continuously learn and update skills is essential for staying relevant in the job market. Traditional personality assessments focusing on stable traits fall short in capturing an individual's capacity for learning and growth. 

Modern work environments demand flexibility and resilience, requiring individuals to adapt to new challenges, switch roles seamlessly, and thrive under varying conditions. Soft skills such as resilience, problem-solving, and emotional intelligence are critical for navigating technological changes and organisational shifts. 

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In sum, as technology fosters more collaborative and innovative work processes, the ability to work well with others, communicate effectively, and engage in creative problem-solving becomes increasingly vital. 

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Unlike fixed personality traits, these soft skills can be developed and enhanced, making them indispensable for a dynamic and future-ready workforce.

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So, what's the answer?

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Soft Skill Scan: Best soft skills assessment!

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Given the need for adaptability, focusing on the development of soft skills offers a more future-proof approach to workforce development.

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Soft Skill Scan, offered by Rising Up’s THE LAB., provides a more comprehensive and effective solution for assessing soft skills. 

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By shifting focus from fixed personality traits to adaptable soft skills, organizations can better prepare their workforce for the future. This approach not only addresses the immediate demands of the evolving job market but also ensures long-term success by fostering a culture of continuous learning and adaptability.

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Emphasizing soft skills development empowers employees to thrive amidst technological advancements and contributes to a resilient, innovative, and future-ready workforce.

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What’s THE LAB.?

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THE LAB is Rising Up's platform for soft skills development. It goes beyond basic assessment with a focus on 4 key areas:

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1. Assess soft skills: Utilises a unique approach that combines psychometric evaluation with neuroscience to provide a deeper understanding of your soft skills.

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2. Enrich soft skills : Doesn't just tell you your strengths and weaknesses; it offers personalised learning pathways to help you develop your soft skills.

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3. Map soft skills: After assessing a person's soft skills, THE LAB. allows school directors and company managers to gain valuable insights into how soft skills stack up against industry benchmarks and job requirements. This allows directors to identify areas where students, employees excel and skills they might want to focus on developing.

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4. Certify soft skills: THE LAB.’s Soft Skill Certification is all about showcasing students soft skills with internationally recognized certifications that validate their capabilities to potential employers. Earning a certification demonstrates students (or employees) commitment to professional development and provides a tangible credential for the resume.

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Which one is better: PAPI Vs Soft Skill Scan? 

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A brief summary of PAPI comparison

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4 Major Differences👇🏼

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1. Theoretical basis and soft skill requirements

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• PAPI: Rooted in 60’s psychology knowledge and psychoanalysis, PAPI focuses on assessing broad personality traits. While these offer some insights into behaviour, they might not directly translate to the specific soft skills required in today's workplace (e.g., the term "dominance" might not be relevant to collaboration and communication).

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• Soft Skill Scan: Backed by cognitive neuroscience and more broadly cognitive science, Soft Skill Scan delves deeper into the link between the brain, its cognitive functions  and behaviour  that result from them  in professional contexts. It assesses core soft skills that are highly sought-after by employers, ensuring a direct connection to real-world job requirements. By analysing brain function, it provides a deeper understanding of your natural tendencies and behavioural patterns related to soft skills.

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2. Focus and scope of assessment

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• PAPI: PAPI offers a general personality assessment, covering areas like interpersonal relationships, decision-making styles, and leadership potential. However, it doesn't delve specifically into soft skills, making it a less precise tool for evaluating these crucial workplace competencies.

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• Soft Skill Scan: Soft Skill Scan has a laser focus on assessing essential soft skills like communication, problem-solving, adaptability, empathy, teamwork… This targeted approach provides a more comprehensive analysis of the abilities that truly matter for professional success. Plus, Soft Skill Scan isn't just about evaluation; it's a whole enjoyable experience with interactive elements which we will discuss just in a second. 

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3. The science of fun

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• PAPI: Imagine sitting down for a long series of "strongly agree/disagree" questions. This is the typical format for PAPI, which can feel tedious and repetitive for test-takers. While it gathers some data, the experience itself can be a turn-off, potentially impacting the accuracy of the results.

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• Soft Skill Scan: Soft Skill Scan on the contrary, transforms assessment into an engaging and enjoyable experience. Forget the monotonous questionnaires! Soft Skill Scan utilises a variety of interactive elements to keep you engaged throughout the process.

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Here’s a quick look into what awaits you with the Soft Skill Scan: 

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1. Explainer videos featuring neuroscientists;
2. Compelling GIFs, videos and images;
3. Interactive games and challenges.

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4.  Delivery of results and user experience

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• PAPI: PAPI reports can be complex and require some expertise to interpret effectively. Additionally, results might not be available immediately, leaving candidates waiting for feedback.

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• Soft Skill Scan: Soft Skill Scan prioritises a user-friendly experience. Results are delivered instantly in a clear and engaging format, often incorporating humour and interactive elements. This allows users to gain immediate insights and take action on their development goals. 

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All in all, traditional assessments like PAPI can provide a general sense of personality, but Soft Skill Scan offers a more targeted and actionable approach to unlocking your true soft skill potential.

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So, face the limitations and embrace growth!

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Ready to move beyond personality and embrace a future where soft skills shine? ☀️

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Soft Skill Scan by Rising Up empowers you to take control of your professional development! 

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With its user-friendly interface, engaging assessment, and focus on actionable insights, Soft Skill Scan equips you with the tools and knowledge to excel in today's dynamic job market.

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Is the Soft Skill Scan right for you?

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What do you really need?

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After all, if you are still wondering whether to take the Soft Skill Scan or not, we will give you a quick tip to help in this process 💡 ask yourself these 5 questions:

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1. Do I feel stuck in a professional rut and unsure how to move forward?
2. Do I feel there are gaps in my ability to communicate effectively, collaborate with colleagues, or manage projects efficiently?
3. Do I feel like I'm giving 110% but not seeing the results I deserve?
4. Am I confident enough to showcase my soft skills on my CV after completing the test?
5. Am I ready for the best, enjoyable soft skill assessment experience? 

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If you answered yes to most of these questions, then the Soft Skills Scan is definitely for you!

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PAPI still has a place?

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While Soft Skill Scan offers numerous advantages, PAPI can still be a useful tool in specific situations. 

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For instance, if an employer needs a quick and inexpensive way to screen a large pool of applicants for basic personality traits, PAPI could be a preliminary step.

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However, for a more in-depth analysis and more reliability of soft skills and development potential, Soft Skill Scan remains the superior choice.

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In Conclusion

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Both Soft Skill Scan and PAPI offer insights into individual capabilities. However, Soft Skill Scan's focus on soft skills, actionable recommendations, and development-oriented approach make it a more powerful tool for success in today's job market. 

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By leveraging the latest advancements in neuroscience and providing a user-friendly experience, Soft Skill Scan empowers individuals to take charge of their soft skill development and unlock their true potential.

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Send us a message 📩 to hello@risinguparis.com and we'll organise a 15-minute demo for you within a week.

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Warning: The Soft Skill Scan does not intend to replicate or replace the  PAPI test because the two tests follow different methodologies, while providing different values. Both tests help individuals become aware of their talents, strengths, and what makes them unique. Rising Up does not challenge or diminish the value of these tests and encourages individuals to take both assessments. If you have any questions, feel free to contact us at hello@risinguparis.com

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