People Management Test

Candidates Assessed


Organizations Served


People management test helps recruiters evaluate people management skills of candidates. Through a series of multiple-choice and fill-in-the-blank questions, candidates must demonstrate their capabilities to carry out people management duties in real-world situations. 

About People Management Test

People Management test evaluates candidates' aptitude for leading, inspiring, and ensuring top performance from those under their charge. People management skills are used by leaders in the workplace who are in charge of allocating and monitoring employees' tasks to ensure that the organization reaches its strategic objectives through an engaged workforce. 

It's the perfect test for pre-employment screening of applicants to support a company in developing high-performing staff, maintaining employee engagement, and successfully resolving problems within teams and between managers and staff.

Are you a jobseeker looking to sharpen your skills?

Test Summary

People management skills test helps to screen candidates possessing the following traits: 

  • Clear vision of understanding people well-being 
  • Excellent knowledge of components of constructive feedback 
  • Good hands-on experience with time management 
  • Strong understanding and knowledge of communication styles 
  • Understanding of Fundamental concepts 

With this assessment recruiter/hiring managers can access comprehensive reports for each candidate that will help to overview candidate’s performance in each section at a glance. Moreover, Test Insights section helps to identify job -fit candidates more accurately with score distribution & section analysis features. 

Test Duration: 30 minutes

No. of Questions: 20

Level of Expertise: Entry Level/Mid/Senior

Useful for hiring

  • Executives
  • Directors
  • Managers
  • Supervisors
  • Team Leads

Topics Covered

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Employee well-being

The test is typically used by recruiters as a tool to assess a candidate's abilities. It helps them comprehend the candidate's optimism, self-confidence, gratitude, hope, compassion, purpose, and empathy. The person's score will show whether or not they possess the qualities required to satisfactorily carry out the job description.

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Providing clarity and motivation

This assessment helps recruiters improve employee performance, development, and motivation by offering coaching, assistance, and recognition. It contains a variety of educational pursuits and encourages people to take responsibility for their own growth. 

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Components of constructive feedback

This test aids recruiters in concentrating on the components of constructive feedback for improved transparency and communication. This entails first preparing for criticism by recognising the behavioral concerns, then delivering the feedback properly, and finally documenting feedback by taking notes throughout the discussion. 

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Best practices

This assessment is designed to help recruiters identify the typical conflict response. The techniques usually  employed are determined by a variety of factors, including our basic underlying temperament, personal traits, surroundings, and professional status.

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Styles of communication

This test helps the recruiters evaluate a candidate’s communication skills and assess their overall fluency, pronunciation, grammar, and listening comprehension. They can use this skill test to map a candidate's level of knowledge on their familiarity with business terminology and comprehension of how to make an authoritative and persuasive argument. 

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Time management

The results of this test help recruiters gauge a candidate's ability to effectively manage their time in a work setting with personal effectiveness. This test evaluates a candidate's ability to organize, plan, carry out, and evaluate activities and projects.

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Elements of active listening

Employers can assess a candidate's active listening abilities with the use of this test. The efficacy of a candidate's employment and the caliber of their interactions with coworkers are significantly influenced by their capacity for active listening.

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Fundamental concepts

Using this test, recruiters can analyze a candidate's emotional intelligence to assess their capacity for empathy and emotional understanding. It evaluates a candidate's emotional intelligence and predicts how they will respond in certain situations. It influences the selection of candidates for leadership roles by recruiters.

Sample Questions

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

Question types:

Multiple Option


Employee well-being



Q 1. Susan and Bob's disagreement about the web design process turns into a conflict. They decide to go to their manager, Carl, to complain. Which of the following reactions support that Carl is good leader?
invites them to a meeting, asks them to share their side of the story without accusing the other person, and ensures they collaborate effectively on the project.
asks them to take responsibility for their actions and coaches them through finding a middle ground.
encourages them to collaborate instead of trying to win the argument.
listens to their stories, and announces which one is right and which one is wrong.

Question types:

Multiple Option





Q 2. You research ongoing projects with the internal teams and make a list based on the skills you would like to learn. You want to contribute to the project that you think is most suitable for you and would like your supervisor to assign you to that team. How would you approach your supervisor?
You schedule a meeting with your supervisor and explain what value you can bring to the project and what you will learn.
You ask your supervisor to decide which project is most suitable for you.
You inform your supervisor and hope they will say yes without asking for an explanation.
You inform your supervisor that this is the only team and the only project you want to contribute to.

Sample Report

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Skill wise performance report by iMocha

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Trusted By

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“Siemens needed an employee review metric that was based on pure data, making it simpler for the hiring managers to evaluate their team. At the same time, we wanted the employees to be able to show case their domain knowledge and skills without the fear of any biases affecting their review process.”

Ajay Garg, Associate Manager, Siemens

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