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Candidate completing an Ethos Behavioural Styles questionnaire

Ethos™ Behavioural Styles (L): Learning Agility

Assess your candidates’ propensity to learn and to seek knowledge in around 20 minutes

Key Benefits

  • info Measures key traits and behavioural dispositions
  • list 152 questions
  • alarm Untimed. Typically takes around 20 minutes
  • perm_identity Apprentices, graduates, professionals, managers, senior executives
  • timeline Industry-leading computer adaptive questionnaire
  • accessibility Reduce adverse impact
  • visibility Supervised or unsupervised
  • build Customise to your role
  • work Designed for all sectors
  • folder_shared High-stakes recruitment, personal development, coaching, talent analytics
  • equalizer Designed with Positive Psychology Principles
  • devices PC, Mac, Desktop, Laptop, Tablet, Mobile

The learning agility questionnaire is suitable for:

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Complex Jobs

The ability and the propensity to learn are essential to performance in cognitively complex work.

 

The learning agility questionnaire measures a person's propensity to seek, acquire, and value new knowledge, ensuring that learning is always prioritised.

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Graduates and Apprentices

Employing organisations invest heavily in training and Development programs for their graduates and their apprentices.

 

Learning agility is an essential component to learning, ensuring that candidates have the behavioural propensity to get the most from training programs.

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Knowledge workers

It goes without saying that the performance of knowledge workers depends heavily on how much knowledge they have.

 

Learning agility maximises the amount and quality of knowledge acquired during training and self-directed learning.

Key features

  • Adaptive Algorithm
  • Fully Customisable
  • Secure
    Data
  • Norms & Benchmarks
  • Candidate Experience
  • Mobile Responsive
  • Fair & Inclusive
  • Professionally Validated

The Ethos Behavioural Styles Questionnaire (L): Learning Agility

Learning agility is the behavioural propensity to engage in, and benefit from, training and self-directed learning activities. Learning agility is particularly important in roles that require high levels of knowledge, problem solving, or complex decision-making, and is essential to performance in many white collar roles.

The learning agility questionnaire employs modern item response theory (IRT) psychometric modelling, the latest research findings in the field of behavioural assessment. It is designed to accurately measure the traits which underpin learning agility, both accurately and fairly, all while providing an exceptional candidate experience.

Modern adaptive tests for the digital age

Hiring the right people is the most important thing your organisation will do.

Test Partnership applies cutting-edge predictive data science to hiring, and allows you to benefit from decades of research through our psychometric test tools.

Bring your selection process into the digital age with our fully mobile-responsive tests.

Fair and inclusive selection

For improved diversity and inclusion, Test Partnership has optimised all our tests to achieve industry-beating low adverse impact.

All our tests are designed to identify high-performance whilst minimising adverse impact. We achieve this by trialling and re-trialling against tens of thousands of participants from all backgrounds.

Who uses our tests

  • Kaplan
  • Allianz
  • Roche
  • Unilever
  • Save The Children
  • Clear Score
  • Deloitte
  • AIG
  • Prudential
  • Opus Energy
  • Glencore
  • Marsh
  • Anglia Ruskin University
  • Schneider Electric
  • Talk talk
  • Land Securities
  • Fujifilm
  • Baker Tilly

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.

Change Agility

  • 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.

Mental Agility

  • 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.

  • 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.

People Agility

  • 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.

Results Agility

  • 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.

Self-Awareness

  • 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.

Learning Agility Broad Traits

  • 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.

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About Learning Agility

Learning agility is an aggregate psychological trait, which comprise a range of behavioural dispositions that encourage lifelong learning. Learning agility is distinct from cognitive ability, which is largely the ability to learn, learning agility is more akin to a propensity to engage in learning. Both are essential to the process of learning, and both add unique value to employee selection processes.

The Ethos Behavioural Styles series of Questionnaires

The Ethos behavioural Styles series of questionnaires have been designed to measure key behavioural traits which underpin performance, well-being, and engagement in the workplace. These assessments have been designed with positive psychology principles in mind, measuring the traits which help people to thrive and gain fulfilment from their work. This is somewhat distinct from the traditional personality questionnaire approach, which takes a more clinical and impartial view of candidates, performance, and behavioural fit.

FAQs

Commonly asked questions.

  • How much does it cost?

    We charge on a per-candidate basis, not on a per-assessment basis. Please visit our pricing page for more information.

  • When should I use a personality questionnaire?

    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.

  • What level are these tests designed for?

    This is one of the advantages of our adaptive test technology; this questionnaire is suitable for all levels. However, the TPAQ-45 is best suited to high stakes recruitment and the TPAQ-27 is best suited to early stage sifting.

  • How do you protect candidate data?

    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.

Candidate tips

Personality questionnaires are designed to assess your general character and predict how you are likely to behave in the workplace. There are no right or wrong answers in a personality questionnaire and high scores do not necessarily mean better scores. This is the key difference with other psychometric tests or exams, such as aptitude tests, that you may have taken before.

The scale responses (i.e. Strongly Agree to Strongly Disagree) will appear next to the questions, so you can check your responses and make sure you haven't made a silly mistake.

Always be as honest as possible during a personality assessment. Don't try to provide the responses that you think the employer will want to see, as you might not know exactly what they are looking for.

Make sure you read all of the questions properly. You can take time to reflect on them if you wish, but generally speaking your gut response will usually be most accurate.

Check you have everything you might need: an environment where you can concentrate properly, and your glasses etc. Personality questionnaires are untimed, so you can take as long as you need to complete them. If you lose internet connection during the test, don't worry, simply log back in and continue from where you were.

Maximise
Engagement

Cross-platform compatibility and robust digital infrastructure ensure full, secure assessment delivery to every candidate.

Maximum compatibility and maximum candidate engagement with minimum drop-out rates.

online assessment

How Pricing works

Test Partnership offers two pricing options: 1) pay-as-you-go, or 2) unlimited use subscriptions. On our pay-as-you-go pricing, candidates can complete any combination of assessments for the same cost, as we charge on a per-candidate basis not a per-assessment basis. On our unlimited usage subscriptions, you can test an unlimited number of candidates, using any combination of assessments for a fixed monthly or annual cost.

You can see a full list of our prices on our pricing page.

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