People Management Test

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

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.

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.

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.

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.

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.

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.

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.

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

Topic:

Employee well-being

Difficulty:

Medium

Q 1. Susan and Bob's disagreement about a project approach becomes a conflict. They decide to go to their manager, Taylor, to complain. Which reaction supports that Taylor is a good leader?

Carl 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.

Carl asks them to take responsibility for their actions and coaches them through finding a middle ground.

Carl encourages them to collaborate instead of trying to win the argument.

Carl listens to their stories and announces who is right and who is wrong.

Question types:

Multiple Option

Topic:

Negotiation

Difficulty:

Medium

Q 2. You research ongoing projects with the internal teams and list the skills you want to learn. You want to contribute to a project you believe is appropriate for you and wish your supervisor would assign you to that team. How would you approach your supervisor?

By scheduling a meeting with the supervisor and explaining the value you can bring to a project and the knowledge you can obtain

By asking the supervisor to decide which project is most suitable for you

By informing the supervisor and hoping they will agree without asking for an explanation

By informing the supervisor of your wish to contribute to a particular team and project only

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People Management Test

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About People Management Test