Learning Agility
Assessment
Assess your candidates’ propensity to learn and to seek knowledge in around 20 minutes.
- Untimed
- 152 questions
- Fair and valid science
Our assessments are trusted globally by 6,000+ talent teams
The Ethos Behavioural Styles Questionnaire (L): Learning Agility
The learning agility questionnaire employs modern item response theory (IRT) psychometric modelling, the latest research findings in the field of behavioural assessment.
- 20 minute assessment
- 152 questions
- All levels covered: apprentice to CEO
- PC, Mac, Laptop, Tablet, Mobile
- Automatic cheat-protection systems
- Accessible and unbiased by design
- Predicts workplace performance
- CSV upload and ATS integration
- Use your logo and branding
Our qualified business psychologists have designed this Learning Agility test to quickly measure a candidate's key traits and behavioural dispositions.
Proven and trusted online assessments to quickly identify potential. Developed by our team of business psychologists, our assessments are designed in line with industry best practice and academic rigour, making them fair, valid, and reliable.
Using adaptive test technology, this Soft skills questionnaire has built-in levels for all roles from apprentice to CEO.
Choose from our pre-built norm groups to easily compare your candidates against global benchmarks, or create your benchmarks.
Tried and trusted
Join a community of over 6,000 global companies using Test Partnership assessments to help them hire the best people quickly, easily, and fairly.
Bespoke Apprentices Graduates Managers Executives Learning agility testing for every role and every level
Objectively measure measure a candidate's learning agility across all levels including apprentice, graduate, managers, and CEO.
You can be confident in the results knowing our learning agility test are automatically tailored to assessing each candidate's unique behavioural disposition.
Add your logo Tailored job-fit score Pick your colours Custom competency frameworks Boost candidate experience
Showcase your brand by adding your colours and your logo to our assessments.
You can build assessments tailored to your role by choosing from our library of pre-built valid assessments. Choose from our pre-built norm-groups to easily rank and compare your candidates' scores.
Sample Reports and Factsheets
Assessments led by science
Proven and trusted online assessments to quickly identify potential. Developed by our team of business psychologists, our assessments are designed in line with industry best practice and academic rigour, making them fair, valid, and reliable.
Our qualified in-house business psychologists have been developing psychometric tests for over 10 years. They push for innovation and are regular lecturers at Birkbeck, University of London. Our psychologists have developed advanced expertise in the latest psychometric methods including item response theory including the Rash model. Our expertise means we are often used by other psychometric test publishers to help them build or improve their psychometric assessments. By working with Test Partnership you get industry-recognised expertise from qualified business psychologists.
Our psychologists use the latest psychometric test models including item response theory (IRT) to ensure accurate test scores. Our assessments have industry-leading reliability and validity properties, so you can have confidence in the outcomes. The results you get from our assessments have been demonstrated through research to be highly accurate which means you get actionable insights into your candidates' performance. By working with Test Partnership you get confidence in your data.
All our assessments have robust evidence to prove they do not adversely affect protected groups. Our test development process includes trialling our questions on tens of thousands of participants from mixed backgrounds, and our research shows 'Cohens d' effect sizes better than industry best-practice. You can use our assessments safe in the knowledge that they are fair and inclusive.
Research, including large meta studies, has repeatedly shown that cognitive ability is the strongest predictor of workplace performance (Scmidt, Hunter, et al). To find the best employees you need to assess for cognitive ability, and Test Partnership assessments accurately measure cognitive ability at every level. Cognitive ability correlates with job performance better than any other indicator including interviews, past experience, and assessment centres. By using our ability tests, you can confidently identify the best candidates and predict future success.
All our tests exceed current psychometric standards and have been shown to be fair and unbiased towards protected groups.
Calibrated by tens of thousands of results correlated with job performance predictors.
Rigorous protection against candidate cheating including: item banking; digital copy protection; and atypical behaviour detection.
Modern user interface and graphics library for easy administration, shorter test times, and adaptive tests to enhance candidate experience.
Our tests and platform are fully compatible across PC, Mac, tablet, and smartphone, so everyone has access even on-the-go.
The Ethos Behavioural Styles Questionnaire (L) Traits
Below is the full list of all the traits measured by the The Ethos Behavioural Styles Questionnaire (L): Optionally you can weight specific traits applicable to your role:
Curiosity - An individual’s propensity to seek new knowledge, expand understanding, and investigate new topics.
Cognitive Flexibility - An individual’s propensity to display openness towards new ideas, concepts, principles, and opinions.
Variety Seeking - An individual’s preference for variety, novelty, and change, over predictability and routine.
Long-term Focused - An individual’s likelihood of taking a long-term perspective, with a focus on the bigger picture.
Connection Seeking - An individual’s propensity to develop new social relationships and to expand upon existing ones.
Openness to People - An individual’s likelihood of readily accepting new people into their existing social circle.
Openness to Cultures - An individual’s level of interest in and acceptance of other cultures, perspectives, and viewpoints.
Social Tact - An individual’s propensity to be careful, deliberate, and savvy when engaging in meaningful social interaction.
Need for Development - An individual’s orientation towards life-long learning and a commitment to personal development.
Self-monitoring - An individual’s propensity to pay careful attention to their own emotions, mood, feelings, and mental state.
Emotional Regulation - An individual’s propensity towards managing their own emotions and associated behaviours.
Innovation - An individual’s propensity to generate new ideas, expand upon existing ideas, and identify novel solutions to problems.
Complexity - An individual’s likelihood of understanding, appreciating, and preferring complex and abstract information.
Problem Solving - An apprentice’s propensity towards innovation, idea generation, and outside the box thinking. Measures the following sub-traits: Long-term focused, Creativity, Innovation, Need for Cognition.
Creativity - An individual’s proclivity towards solutions that are new, unusual, unorthodox, and generally outside the box.
Need for Cognition - An individual’s propensity to derive personal satisfaction from complex cognitive activities and problem solving.
Goal-orientation - An individual’s proclivity towards finding set goals, targets, and objectives to be personally motivating.
Self-confidence - An individual’s belief in their own personal competence, abilities, skill, and their level of agency.
Ambition - An individual’s personal drive to succeed, out-compete others, and aspire towards high levels of achievement.
Perseverance - An individual’s likelihood of maintaining a high degree of effort in the face of obstacles and difficulties.
Change Agility - A person’s behavioural propensity to recognise, accept, understand, and champion transformational change.
Mental Agility - A person’s behavioural propensity to gear their cognitive resources towards learning and problem solving.
People Agility - A person’s behavioural propensity to form meaningful and effective connections with the people around them.
Results Agility - A person’s behavioural propensity to display strong and consistent levels of achievement motivation.
Self-Awareness - A person’s propensity to monitor, evaluate, and make meaningful adjustments to their direction in life.
Learning Agility Test FAQs
We charge on a per-candidate basis, not on a per-assessment basis. Please visit our pricing page for more information.
Any stage of selection. Personality questionnaires can form part of your initial sift or, more commonly, they are one element of a process you have for shortlisted candidates. For example in senior roles it is common to ask shortlisted candidates to complete the questionnaire remotely and then come in for a structured interview.
We're glad you asked! This is something Test Partnership are quite passionate about and we have implemented privacy by design principles throughout our organisation. We have a whole host of safeguards including: access control; encryption; firewalls; retention policies; and anonymisation. To see all the steps we take please see our GDPR page.
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