Talent Q covers a range of psychometric tests used by companies to assess personality, competency, ability and motivation during the recruitment process and for colleague development.
The tests were established in 2006 by a small team led by Roger Holdsworth, one of the world’s leading authorities on objective assessment and a co-founder of the testing company SHL. The team aimed to develop a new approach to psychometric testing.
In 2014, Talent Q was acquired by the Hay Group, an international management consulting organisation. Today, the tests are administered by Korn Ferry, part of the Hay Group.
Traditionally, aptitude tests served very different purposes, with different tests used for recruitment, development, team-building and identifying potential.
Talent Q set out to provide flexible psychometric assessments where a single test could be used for a wide range of different applications (eg verbal and numerical proficiency, logical ability, as well as personality assessments). A candidate could be assessed once and then different reports generated when they were needed.
Talent Q tests differ from traditional psychometric tests in several ways:
Talent Q tests are becoming increasingly well used. Organisations that use Talent Q tests include:
The innovative way that Talent Q tests are designed means that they offer a small number of very flexible tests, as detailed below.
Dimensions is a flexible personality questionnaire that considers an individual’s preferences within the workplace, their style of relationship management, how they approach tasks, and what they find energising and motivating.
Ultimately, it is an indicator of how an individual will perform at work.
The test will present a series of statements that the candidate will rank from ‘Completely untrue’ to ‘Very true’.
These personality dimensions are then used to generate a range of reports including:
This is a questionnaire that explores an individual’s motivations, values and drivers at work.
This can then be used to coach individuals on what sorts of roles/tasks might fit with them, or help leaders understand how to engage and motivate their teams.
The questionnaire provides a series of statements that relate to motivation and the candidate must rate them from ‘Not important’ to ‘Extremely important’.
During the Elements test, you might be asked to review and analyse passages of text, data, and shapes or symbols. The checking test looks at how quickly you can spot errors in data.
Try an Elements practice test on the Korn Ferry website.
Try an Aspects practice test on the Korn Ferry website.
This situational judgement test is designed for volume recruitment. It helps identify how an individual will respond in particular situations and compares this to the requirements of a particular role.
The Talent Q situational judgement test will present the candidate with some work-based scenarios and a number of potential actions, and will ask them to decide which will be the most effective.
If you have been asked to take a Talent Q test, you will normally be sent a link from the company you have applied to, and will be required to log in to the Talent Q assessment system to take the test.
Yiu can take the personality questionnaires on a tablet or mobile device. The Aspects and Elements tests are best taken on a laptop, as the question types are more complex.
For numerical tests, you will need a calculator and a pen and paper to hand.
Only the ability tests are timed; they take between 5 and 15 minutes to complete. Each question will be individually timed.
These time limits are set to be challenging. They are testing your ability to find the answer quickly and in a pressurised environment.
The personality tests are not timed; they typically take between 8 and 25 minutes to complete.
If you feel that you need extra time or other adjustments due to a disability or other special requirements, get in touch with the recruiter, as various adjustments can be made to the test.
After the test, the results will be sent to the recruitment contact at the company you are applying to. They will then contact you with your results and next steps.
The ability tests are scored either via a ‘benchmark score’ that is set by the company you are applying to, or by a percentile score calculated by comparing your performance to a test group of people who have previously taken the test.
There is no official ‘pass’ or ‘fail’ score.
Psychometric tests are normally assessed via a report on the personality traits you display.
As with all psychometric tests, to perform at your best you may find it useful to familiarise yourself with the types of questions used, the timings involved, and the general look and feel of the material.
Developing skills such as general and verbal reasoning, logic and maths will help you succeed in these tests.
If you have been asked to take a Talent Q ability or personality test as part of the recruitment process for a new job or while at work, don’t panic. Thorough preparation and practice will help you succeed.
Personality questions aren’t designed to trip you up, so answer them thoughtfully and honestly. Talent Q’s ability tests might require some practice, but they are designed to be responsive to your level of ability.
You may be interested in these other articles on WikiJob: