Leadership Assessment Test

Test duration:

min

No. of questions:

Level of experience:

Entry / Mid / Expert

Leadership Assessment Test

The leadership assessment test helps recruiters evaluate candidates' skills like people and workforce management, mentoring team members, delegation and facilitation. This assessment has helped our customers reduce hiring costs by up to 40%.

‍

Start your free trial

12432

Candidates
Assessed

132

Organizations Served

About

Leadership Assessment Test

The leadership assessment test evaluates a person's potential to be an effective leader. The test measures various aspects of leadership, including communication skills, decision-making ability, emotional intelligence, teamwork, problem-solving skills, adaptability, and strategic thinking.

Organizations use this test to identify potential leaders within their ranks, evaluate their current leadership team, and make informed decisions about hiring or promoting individuals to leadership positions. This test helps organizations identify their current and future leaders’ strengths and weaknesses, which can guide the organization's development programs to enhance their skills and abilities.

Overall, the leadership skills test is used to identify and develop effective leaders who can guide organizations to success. This test provides valuable insights into an individual's leadership potential and helps organizations make informed decisions about their leadership teams.

Wondering what other skills we have in our World’s Largest Skills Assessment library?

Visit here

How it works

Test Summary

The leadership skills test helps to screen candidates who possess the following traits:

Ability to manage people, build strong relationships with team members, and promote a positive work culture.
Ability to give constructive feedback that helps team members grow and improve.
Ability to provide guidance, support, and training to team members.
Ability to delegate tasks effectively, build trust with team members, and facilitate communication among team members.
Ability to remain focused and motivated during difficult times.
Ability to set clear goals, create plans to achieve those goals, and monitor progress toward achieving them.

Recruiters/hiring managers can access comprehensive reports for each candidate that will help to overview the candidate’s performance in each section within a glance. Moreover, the Test Insights section helps to identify job fit candidates accurately with the score distribution & section analysis features.

This test may contain MCQs (Multiple Choice Questions), MAQs (Multiple Answer Questions), Fill in the Blanks, Descriptive Questions, Whiteboard Questions, Audio/Video Questions, AI-LogicBox, Coding Simulations, True or False Questions, etc.

Test Duration

No. of Questions

Level of Expertise

Entry / Mid / Expert

Useful for hiring

Chief Executives
Construction Managers
General and Operations Managers
Human Resources Managers
Marketing Managers
Retail Sales Managers
Sales Managers

Topics Covered

People and workforce management

Recruiters can assess a candidate's ability to manage people, build strong relationships with team members, and promote a positive work culture. The assessment helps recruiters evaluate the candidate's past experience, communication skills, and interpersonal abilities to ensure they are a good fit for the role.

Constructive feedback

Giving feedback is a crucial part of effective leadership. The leadership assessment helps recruiters evaluate a candidate's ability to give constructive feedback that helps team members grow and improve. Recruiters can assess the candidate's communication skills, ability to provide specific examples, and ability to deliver feedback in a respectful and constructive manner.

Developing others

A leader's ability to develop and mentor team members is essential to building a successful team. The leadership assessment helps recruiters evaluate a candidate's ability to provide team members guidance, support, and training. Recruiters can assess the candidate's past experiences in developing others, their ability to provide actionable feedback, and their communication skills while providing guidance and support.

Delegation and facilitation

Delegating tasks and facilitating communication are key aspects of leadership. The leadership assessment helps recruiters evaluate a candidate's ability to delegate tasks effectively, build trust with team members, and facilitate communication among team members. Recruiters can assess the candidate's communication skills, ability to prioritize tasks, and ability to delegate tasks appropriately.

Resilience

Leaders must be resilient in the face of challenges and setbacks. The leadership assessment helps recruiters evaluate a candidate's ability to remain focused and motivated during difficult times. Recruiters assess the candidate's past experiences in overcoming challenges, their ability to stay focused on long-term goals, and their ability to adapt to changing circumstances.

Outcome-focused

Effective leaders focus on achieving results and meeting goals. The leadership assessment test helps recruiters evaluate a candidate's ability to set clear goals, create plans to achieve goals, and monitor progress toward achieving them. Recruiters can assess the candidate's past experiences in setting and achieving goals, their ability to prioritize tasks to meet deadlines, and their ability to create actionable plans to achieve outcomes.

Sample Question

Choose from our 100,000+ questions library or add your own questions to make powerful custom tests.

Question types :

Multiple Answer

Topic:

Employee well-being

Difficulty:

Medium

Question:

Q 1. When Mary, a network administrator, asks for a salary review, Mark, the HR director, schedules a meeting with Mary's manager, Jonathan. However, Jonathan cancels the meeting, and Mary feels wronged. The best way to move forward would be:

Jonathan should suggest another time for the meeting since he was the one who canceled.

Mark should have a one-to-one conversation with Jonathan to make sure they are on the same page before meeting with Mary.

Mary should ask for a one-to-one meeting with Jonathan to explain why she feels that her salary needs to be revised.

Mark should explain the company policy to Mary and not involve her manager in this conversation.

A helicopter view of the employee's progress

View Full Report