Brief Introduction To Pauli Test

Brief Introduction To Pauli Test

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Brief Introduction To Pauli TestHave you ever heard about Pauli Test? This Pauli Test is the most common psychological testing used in recruitment, and of course it’s very familiar with the industrial psychology major. For instance, this Pauli test invented by Richard Pauli on 1938, which is developed by previous test named Kraeplin, invented by Emil Kraeplin. This Test is a battery test, which you have to finished some problem within the time limits. Total numerical problem in this Pauli Test is more than 2000 calculating problem, which comes in a 50 number in each column.

Your job is to calculate number per number, systematically, from above till down. You just have to put the last number only. For example, when there are 4 and 9 in the test, you just have to write down 3 instead of 13. Pretty easy right?

The Pauli requires a great energy, and full concentration, so you can do the math clear, without losing any calculating. Also, this Pauli can score your motivation at work, your stress resistance, vitality, achievement or goal oriented, and how you can do your job under pressure.

Administration Of Pauli Test

Pauli has simple administration. You just have to calculate each number with another number below, from the top of the column till the bottom. The time limit of this Pauli Test is 60 minutes. All you have to do is to answer as many calculating as you can within the 60 minutes time. You will need this to do the Pauli test:

  1. Full concentration
  2. Fast calculation skills
  3. Motivation and goal oriented
  4. Great physical energy
  5. Fast response to write down numbers
  6. And the important thing is stay focus to the test.

Those 6 things will be your weapon to accomplish the mission and done the Pauli Test effectively. But remember, make sure that you’re answer isn’t wrong, or you will get a minus score if your answer has many wrong answers.

Scoring Of The Pauli Test

Scoring of Pauli is a little bit confusing, and also need focus and concentration. The scorer needs to count how many right answers, wrong answers, passed number, and how many line passed by the participants. There are 5 main category to score and count the Pauli test:

  1. Numbers of the right answers
  2. Number of the wrong answers
  3. Count the total calculation done
  4. Missed columns
  5. Changed answers
  6. Chart

Specific on this stage, you make chart from first line until 20 line, it is make do by this this. second, you count sum addition from first line until second line, 2 line until 3 line, 3 line until 4 line. Until 20 line. After it you make are average for 20 line, and count deviation, you are count line 3 until 18.


The interpretation of this test include the personal trait, such as motivation, energy and power, stress resistance, ambition, achievement, goal oriented, focus, concentration, and how people do at work. One tips to do this Pauli test is, don’t distract to anything. This will make your test aren’t effective when you’re distracted to something.

I only can share are common interpretation on this test but no detail.
1. Adjustment, depend on how many on addition count and chart
2. Emotion stability, depend on deviation (average low and high addition score)
3. Endurance, depend on overall addition score
4. Accuracy/concentration, depend on error count
5. Motivation, depend on addition score and chart

Advantage on recruitment process

This Test many use on recruitment process on company. It is use for projection for performance, basically theory on this test are if you are best on this test are prediction on work can show performance. Pauli are old but i think are still relevant for recruitment process because this test are objective. Employee candidate as subject test, no have chance to manipulation this test.

Many critics on this test because very rigid for administration, skill and time for this test. But if you are will get good performance on company, i think you can use this test. This only one this, you can combination with other test that can have enough data to judge are it is good or no good employee.
After i use this test for more than 500 employee candidate, i have few conclusion about this test. First if intelligence are directly proportional with count score. More high intelligence mean have high count score . It is mean that, employee candidate if have high score in this area, commonly can solve problem or new problem on the future.