Talogy Assessment Tests Guide [2025]

Talogy assessments are scientifically developed tools used to evaluate essential workplace skills and qualities. These tests are built on decades of psychological research, ensuring they are reliable and objective.

Each of Talogy’s leading exams serves a unique purpose:

• Caliper assessment measures personality traits and motivation to predict workplace behavior
• Cubiks combines cognitive ability testing—such as numerical, verbal, and logical reasoning—with personality profiling to assess both aptitude and fit;
• PSI focuses on cognitive and technical skills, often under time constraints, to gauge problem-solving and job-specific abilities.

Recognizing these differences helps candidates tailor their preparation for each assessment.

The Caliper Profile is one of Talogy’s best-known assessments, especially if you’re aiming for jobs that need leadership, teamwork, or good people skills.

Unlike tests that time how fast you answer, Caliper is all about finding out what you’re like at work. Employers use it to see if your personality matches what’s needed for the job.

It looks at things like how you make decisions, handle stress, pay attention to details, and what motivates you. The questions are a mix of choices, ratings, and “which statement most and least like me.”'

There aren’t right or wrong answers—just patterns in how you answer. The biggest challenge is being consistent, because similar questions show up in different ways. To get ready, think about what traits are important for your job—like being competitive for sales or strategic for leadership.

Caliper also uses a Job Match Model, so your results are compared to what works best in each role, not just to other people. Overall, knowing how the test works helps you answer honestly and feel more relaxed.

Cubiks assessments—now part of Talogy—are widely used in hiring for big companies, graduate programs, and even global businesses, because they combine personality insights with different types of ability tests in a flexible way.

As a test-taker, you might experience several different Cubiks assessments depending on the role. Here’s what you might see:

PAPI (Personality and Preference Inventory)

• Focuses on your work style, like how you communicate, approach teamwork, and make decisions.
• No right or wrong answers—just be honest and consistent.
• Self-awareness really helps here.

Ability Tests

These can be a bit more challenging and are usually timed.

• Numerical Reasoning: Interpreting graphs, charts, percentages, and data sets.
• Verbal Reasoning: Understanding written information and drawing logical conclusions.
• Logical/Abstract Reasoning: Finding patterns or sequences in shapes and symbols.
• Practicing these question types ahead of time is very helpful, as the format doesn’t change much.

Situational Judgement Tests (SJTs)

• Present you with workplace scenarios.
• Ask you to choose the most effective response.
• Doing well means understanding which skills or behaviors the employer values, like collaboration, leadership, or analytical thinking.

To prepare for Cubiks assessments, it’s important to focus on being honest and consistent when answering personality questions. For the reasoning and problem-solving parts, practicing sample questions will help you build both accuracy and speed.

It’s also a good idea to find out what specific skills and behaviors are valued for the job you want, as this will help you tailor your responses—especially on situational judgement tests.

Overall, balancing self-awareness with plenty of practice is the best way to give yourself an edge when taking Cubiks assessments. This approach will help you feel more confident and show your strengths to potential employers.

PSI assessments-another major component of Talogy’s testing ecosystem-tend to be the most ability-focused and technically demanding of the three. 

They are commonly used in industries where accuracy, decision-making speed, and technical competence are critical, such as aviation, healthcare, engineering, law enforcement, and public safety.

 If you’re taking a PSI test, you can expect a more traditional assessment format that closely measures your cognitive and job-related skills.

The most common PSI assessments include:

• Cognitive ability tests: numerical, verbal, and deductive reasoning
• Mechanical and technical reasoning tests: interpreting diagrams, understanding mechanical principles, and solving physics-style questions
• Situational Judgement Tests (SJTs): choosing the best response in realistic workplace scenarios
• Proctored online exams: tightly controlled, sometimes used for high-stakes professional certifications

These tests are typically timed, and performance is measured objectively-your score depends on accuracy and speed. Because PSI assessments are used for roles where safety and precision matter, they are designed to be highly reliable and difficult to fake.

For test-takers, preparation is both essential and straightforward: practice sample questions, build familiarity with the formats, and work on solving problems quickly under pressure.

Improvements in reasoning speed can significantly boost your score because PSI questions follow consistent patterns across industries.

Overall, PSI tests reward candidates who prepare methodically, manage their time well, and stay calm during challenging items.

While Caliper, Cubiks, and PSI are the tests most candidates encounter, Talogy offers many additional assessments that appear in specific industries or development programs. 

These tools focus on skills such as emotional intelligence, leadership potential, and workplace resilience-traits increasingly valued by modern employers.

You may come across Emotional Intelligence (EI) assessments, which measure how effectively you understand and manage emotions in yourself and others.

Talogy also provides 360-degree feedback tools, used mainly for leadership development, where feedback is collected from managers, peers, and direct reports. Another growing area is resilience assessments, designed to evaluate how well you handle stress and adapt to change.

Although these tests are less common in initial hiring, they often appear in promotion processes or professional development programs, so being aware of them can give you an advantage.