Categories
Test Publishers

Talent Q Assessments

The Talent Q tests are aptitude assessments created for companies that want to enhance the recruitment process. These exams are created by the company Korn Ferry, which is a management consulting firm that has offices and clients all over the world and produces aptitude exams that are growing in popularity every year.

They started in 1969 as an executive search firm that specializes in finding the right people for top and senior positions for companies, and just 12 years later, they were the largest executive search firm in the world.

With time, the company started to work with video conferences and online exams to expand its range of professions and levels. Nowadays, they have very specific aptitude exams that are adaptive and can accurately assess a candidate’s abilities.

About Talent Q

The tests developed by Korn Ferry are separated in personality assessments, cognitive ability tests, competencies, situational judgment, motivations, and 360. Those tests are especially popular in the financial industries but they can be found in almost every line of work.

As mentioned before, the Talent Q exams are adaptive. That means that if you get a question right, the next one is going to be more difficult, and if you get it wrong, the next one is going to be easier. The test won’t let you know your results but you will be able to tell if you’re getting questions right based on the level of difficulty.

The style of the exam is very unique for aptitude tests, it adapts to the candidate that is taking it so the employer will get an accurate report on the applicant instead of just basic feedback. The Talent Q exams also don’t have an overall time limit, just a time limit for each question.

Types of Exams

The most popular Talent Q tests are:

Personality Test

The personality exam includes a series of questions mostly based on the behavior at work, how you like to act in the workplace. The objective is to predict your performance, how you will deal with relationships at work, how you manage tasks etc.

The questionnaire will give you a statement and you will be asked to rate if this statement is “Completely untrue” or “Very true” with many options in between. Even though there is no time limit, the exam encourages you to give an immediate response, and won’t allow you to change your previous answers.

Most candidates take 25 minutes to complete this exam.

Cognitive Ability Test

The cognitive tests will group many abilities in one:

  • Verbal reasoning
  • Numerical reasoning
  • Logical reasoning
  • Checking skills

Though most companies separate these areas, they are all cognitive abilities necessary at a financial company which is usually where the assessments are applied. They can determine your ability to communicate with peers, to extract important information from a graph or data, to analyze patterns and find solutions, and to detect errors in a group of data.

The cognitive ability assessment will start with an average question and will either get harder or easier depending on your skills, which is why you shouldn’t worry too much if the exam is too challenging, which means you’re doing well.

The usual recommendation is to check your answer before moving on to the next since the exam doesn’t allow you to go back and change answers.

Competencies

The competency exam is very similar to a personality test. The exam will give you a series of statements and you should rate the statement from “Completely untrue” to “Very true” according to your behavior in the workplace.

The only difference is that this exam is looking for specific personality traits that will determine if you are suitable for the position or not. The statements are usually more detailed to workplace situations and you will see fewer questions than in the personality exam.

Most candidates take 8 minutes to complete the exam.

Situational Judgement

In the situational judgment exam, the candidate will be given a number of work-related scenarios and a number of options. Then, the candidate will be asked to determine which option contains the best solution for the workplace situation.

The objective of this exam is to establish important abilities such as:

  • Key competencies
  • Organizational values
  • Culture fit
  • Motivation
  • Preferred behavior
  • Attitude

Your responses to the scenarios are then compared to the required competencies in order to determine if you are the best fit for the position available.

Motivations Questionnaires

Motivation questionnaires are focused on what drives you to do a better job. Most aptitude tests don’t include questions about drive and motivation, but Korn Ferry believes that this aspect is just as important as any other. Motivation is crucial to grow and compete inside any company.

The questions will be a series of statements and the candidate will be asked to rate how important this situation is for you at work from “Not important” to “Extremely important”. Those assessments usually take about 30 minutes to complete.

360 Exam

The 360 exam created by Korn Ferry is a very unique assessment that claims to provide an objective and honest feedback about managers and team members of a company. Unlike the other exams mentioned, the 360 is supposed to be applied to people who are already functioning inside the company, to assess their behavior and potential.

This exam consists of three sections:

  • People and Relationships
  • Tasks and Projects
  • Drives and Emotions

Under each section, there will be statements describing a certain behavior, and the applicant should rate how competent they have been in relation to that behavior from “Far below competent” to “Fully competent”.

The applicant also has the opportunity to add comments under each area to discuss the issue further. Most people take about 25 minutes to complete this part of the exam.

This first part is an employee reviewing themselves, the second part is an employee reviewing their peers. There, you will be asked to review a certain colleague under the same three areas considering your own opinion about their behavior.

This assessment is used when companies want to analyze their employees and not when they want to hire new ones, but it is just as valuable. The usual recommendation is to answer as honestly as possible since your peers will give feedback on you as well.