Beat the Leadership Assessment Test: Guide, Sample Questions and Top Tips (2021)

Last updated 04/2021

Exceptional leaders have the ability to motivate and direct those around them. While some leadership skills can be learned, other qualities seem to be innate. Certain people seem to naturally take the lead, while others need to be encouraged and taught through courses and training.

Leadership assessment tests are used by employers to identify an individual’s ability to lead, manage, and direct others. These assessments aim to establish if an individual’s characteristics fit into a given leadership position’s requirements. Such tests can be used for lateral hiring, succession planning, and workforce development.

What to Expect in the Leadership Assessment Test?

Various leadership assessments have been created and published to help companies with their pre-employment screening process. These psychometric assessments are used to assess characteristics that are believed to be essential to a leader. The aim of the leadership assessment is to identify the candidate that is most suitable for a given leadership or managerial job position.

The leadership assessment typically includes two types of exams; the Personality Assessment and the Situational Judgement Test (SJT). The personality assessment is administrated to determine a candidate’s internal character traits and specifically those traits that have an effect on the way they conduct themselves at work. The leadership SJTs are used to assess how well candidates who are applying for high-end jobs arrive at decisions and handle work-related situations.

What is the Leadership Personality Test?

Personality tests are commonly used throughout the recruitment process to assess a candidate’s core character traits, in order to see if they have what is needed to carry out the job they are applying for. These characteristics include the candidate’s goals, motives, feelings, attitudes, and behavioral tendencies.

When you take a leadership personality test you will be assessed on your leadership skills and behavioral patterns, to see if you are able to take on a managerial position.

The following are 3 examples of popular personality tests often used to identify leaders:

#1. CEB SHL Occupational personality questionnaire

The SHL Occupational Personality Questionnaire (OPQ) is a trait-based personality measure that measures a candidate’s personality preferences in a place of work. The results of the OPQ are interpreted by the hiring manager to see if the candidate’s key behavioral characteristics are potentially suited to a given job. The OPQ measures 32 distinct personality traits that are applicable to job settings.

Employers use the OPQ to:

  • Identify potential leaders
  • Discover the best candidate for a role
  • Create and develop future teams

#2. Saville consulting’s wave professional styles

Wave Professional Styles personality questionnaire is used in selection, talent management, development, leadership programs, succession planning, career planning, and coaching. It is designed for use with experienced directors, managers, and professionals. The questionnaire assesses talent, motivation, and favored business culture. It was created to be an important addition both to the recruitment and development process.

#3. Cubiks in-depth personality questionnaire

Cubiks in-depth personality questionnaire CIPQ is an in-depth personality self-report questionnaire created to measure the facets of a candidate’s personality. It is founded on the big 5 personality traits.

Leadership Personality Test Sample Questions

I understand that people sometimes make mistakes.

Strongly Agree Agree Unsure Disagree Strongly Disagree

I am more concerned with results than the feelings of others.

Strongly Agree Agree Unsure Disagree Strongly Disagree

I believe that getting everyone on the same page before doing anything is essential.

Strongly Agree Agree Unsure Disagree Strongly Disagree

Leadership Personality Test Report

Now, let’s take a look at an example of a leadership personality test report. This example features the SHL Occupational personality questionnaire (OPQ) leadership report.

The SHL Leadership Model covers four leadership functions explained in the table below:

Competencies
Leadership Function Definition Management Focus (Transactional) Leadership Focus (Transformational)
Developing the Vision This involves the critical analysis of the current situation, and the generation of ideas to move forward (Strategy). Analyzing & Interpreting
Analyzing complex information and applying expertise.
Creating & Conceptualising
Producing innovative ideas and thinking strategically
Sharing the Goals This involves persuasively communicating the vision to others, as well as personally adapting to the changes that the new strategy brings (Communication). Adapting & Coping
Responding and adapting well to change and pressure.
Interacting & Presenting
Communicating with, persuading, and influencing others.
Gaining Support This involves gaining other people`s support by motivating and empowering them to implement the actions needed to deliver the strategy (People). Supporting & Co-operating
Supporting others and working effectively with people.
Leading & Deciding
Initiating action, giving direction, and taking responsibility.
Delivering Success This involves using operational efficiency and commercial acumen to effectively implement the strategy (operations). Organising & Executing
Planning, working in an organized manner, and focusing on delivery.
Enterprising & Performing
Focusing on results and on achieving goals.

The SHL Occupational personality questionnaire (OPQ) leadership report is made up of three key sections.

1. The Executive Summary

This provides the employer with a top-level view of the individual’s style overall on each of the four leadership functions (mentioned above). This is summarised in the table featured below:

Leadership Function Transactional
Less
More
Transformational
Less
More
Preferred Leadership Style
OVERAL

MANAGEMENT

Delivering Dependable Performance and reaching operative objectives.

LEADERSHIP

Inspiring both people and the organization to become proactive and to achieve beyond expectations.
Contributor/Manager
Developing the Vision

Analyzing & Interpreting

Analyzing complex information and applying expertise.

Creating & Conceptualising

Producing innovative ideas and thinking strategically.
Balanced Mix of Creating and Analysing
Sharing the Goals

Adapting & Interpreting

Responding and adapting well to change and pressure.

Interacting & Presenting

Communicating with, persuading, and influencing others.
Stability Seeker
Gaining Support

Supporting & Co-operating

Supporting others and working effectively with people.

Leading & Deciding

Initiating action, giving direction, and taking responsibility.
Individualist
Delivering Success

Organising & Executing

Planning, working in an organized manner, and focusing on delivery.

Enterprising & Performing

Focusing on results and on achieving goals.
Business Driver/Implementer

2. The Leadership Potential Detail section

This section is created for use by OPQ trained users and offers a more detailed explanation of the individual’s preferred leadership style overall and against each of the four leadership functions.

3. The Leadership Potential Summary

This summary is found at the back of the report and is designed to be given to the candidate.
Preferably as part of their feedback session. See the table below:

Leadership Potential Summary

Leadership Function Your Preferred Style:
Overall: Management vs. Leadership Focus Contributor/Manager
Developing the Vision Balanced Mix of Creating and Analysing
Sharing the Goals Stability Seeker
Gaining Support Individualist
Delivering Success Business Driver/Implementer

The Situational Judgement Test

The Situational Judgement Test (SJT) is used during the recruitment process particularly when an employer is hiring for managerial and supervisory positions. It is used to measure a candidate’s behavioral inclinations and ability to manage demanding work-related scenarios.

Generally, situation judgment tests feature between 30-50 questions, and will not have a definite time limit. Candidates will be given a workplace situation and a list of typically four possible answers. Candidates may be asked to choose the most appropriate answer for the scenario, or they will be told to rank them in order of how suitable they are to the given scenario.

In other words, a number of situations will be presented to you and you will have to envisage yourself present in that given situation. You will then have to respond or react to the situation in the way you believe is most appropriate.

Let’s take a look at three examples of popular situational judgment tests generally used to identify leaders.

#1. CEB SHL situation judgment test

The SHL situational judgment test primarily measures a candidate’s ability to make appropriate and correct decisions in a workplace setting. The scenarios in these tests can include organization issues, sales scenarios, or disputes with co-workers, to simulate a realistic work issue.

Some of the skills assessed in the SHL situational judgment test include:

  • Diplomacy
  • Influencing and negotiating skills
  • Drive and motivation to achieve
  • Analytical ability
  • Interpersonal skills

#2. Saville situational judgment test

The Saville assessment situation judgment test is created to assess a candidate’s ability to select the action that is most fitting in a workplace situation. A company uses the results of the test to see how a candidate would handle certain situations that they may encounter in the job that they are seeking.

In a Saville SJT the candidate is given a certain problem that relates to the job they are applying for, and a few possible courses of action. The candidate then needs to rate the various possible actions from highly undesirable to highly desirable.

#3. Cubiks situation judgment test

The Cubiks situation judgment test measures a candidate’s skill level and suitability for a specific role according to their responses in a decision-making scenario, which generally relates to the working conditions.

Leadership Assessment SJT Tips

Top Tip #1. Switch up the phrasing

Top Tip #2. Read through the scenarios slowly

Top Tip #3. Distinguish between personal and professional trait questions

Top Tip #4. Isolate the key point within a question

Top Tip #5. Think about a balanced response

Why Do Employers Use Leadership Assessment Tests?

Managers who show excellent leadership abilities can increase a company’s overall productivity, reduce turnover by creating loyalty, and improve the overall morale of the employees. Managers who don’t have strong leadership skills are likely to do the exact opposite.

Thus, a manager who possesses good leadership qualities is a key asset for an organization or business. This is why many employers today are turning to leadership assessment tests to help them identify candidates with solid leadership skills.

Once more, leadership roles are typically directly linked to the future success or failure of an organization. Leaders are meant to be capable of influencing their team to give their best and assist in the development of the company. Due to this, businesses that want knowledge of a candidate’s aptitude for leadership and conduct leadership tests to help with the recruitment process.

How Prepterminal Can Help With Your Leadership Assessment Test

Leadership assessment tests are widely utilized by companies seeking to identify candidates with the ideal traits for a specific leadership position, as well as to identify future potential in employees. While a wide variety of companies use their own form of the test, they tend to be variations of the same theme.

At PrepTerminal we are here to provide you with the techniques and processes you need to enable your success in your leadership assessment test. We will give you the tools and tactics that will help you develop an effective mindset and attitude towards the two parts of this test; the personality questionnaire and the situation and judgment test.

*Note: Leadership Assessment and other trademarks are the property of their respective trademark holders. None of the trademark holders are affiliated with PrepTerminal or this website.

Beat the Leadership Assessment Test: Guide, Sample Questions and Top Tips (2021)

Last updated 04/2021

Exceptional leaders have the ability to motivate and direct those around them. While some leadership skills can be learned, other qualities seem to be innate. Certain people seem to naturally take the lead, while others need to be encouraged and taught through courses and training.

Leadership assessment tests are used by employers to identify an individual’s ability to lead, manage, and direct others. These assessments aim to establish if an individual’s characteristics fit into a given leadership position’s requirements. Such tests can be used for lateral hiring, succession planning, and workforce development.

Leadership Test Prep Course

$49.90 $138 63% off
Prices are in USD. Limited Time Offer
BUY NOW
  • 5 core insructional guides
  • Dedicated Managerial SJT Practice Test
  • Dedicated Supervisory SJT Practice Test
  • In-depth guide on how to tackle the personality test portion.
  • Comprehensive Approach on How to Tackle Any Leadership Assessment.