Learning Agility Assessment
Assess your candidates’ propensity to learn and to seek knowledge in around 20 minutes.
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Untimed
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152 questions
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Fair and valid science
Trusted by Monzo, EDF, and more
Identity people who learn fast and adapt faster.
Our Learning Agility questionnaire measures a candidate’s propensity to seek, acquire, and value new knowledge, which (alongside cognitive ability) influences how much people benefit from training and self-directed learning.
It’s untimed, typically 15 minutes with 152 questions, suitable for apprentice to CEO, and can include a custom JobFitScore.
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Spot potential early
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Fast and scalable
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Easy to deploy
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Clear, usable output
- Graduate and early-career hires
- Future leaders and leadership pipelines
- Managers and senior leaders
- High-growth and scale-up roles
- Change-heavy or transformation roles
- Roles requiring continuous learning
How we know this assessment works
Learning agility is difficult to assess in interviews, yet it’s often something you want to understand before progressing candidates. This questionnaire provides a validated, IRT-scored measure designed to be fair, consistent, and defensible.
Consistent results you can trust
Shows strong reliability across all scales, supporting consistent shortlisting and hiring decisions. Person reliability scores all exceed the accepted .70 threshold, with observed values ranging from .92 to .97.
Proven to measure learning agility
TPAQ scales were validated against established measures including the IPIP-NEO-120, HEXACO, and other recognised constructs. Correlations are reported as moderate to very large.
Fair and robust by design
Tested for group differences across gender, age, and ethnicity. Reported effect sizes were small to negligible, and none exceeded 0.5, indicating no evidence of practically significant differences in the groups analysed.
Suitable for all roles and levels
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.
Sample reports and questions
Review real sample reports and try example questions to see exactly how the assessment works in practice — from the candidate experience through to the hiring insights.
Downloads
The Ethos Behavioural Styles Questionnaire (L) Traits
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.
We deliver the results that matter most
See how hiring teams use Test Partnership to make better hiring decisions.
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We integrated Test Partnership into our interview procedure, utilising the TPAQ-45 Personality Profile to bolster our team selection process. One standout feature is the platform's user-friendly interface, facilitating smooth navigation, while the results are both comprehensive and easily understandable. I wholeheartedly endorse Test Partnership for its exceptional utility; it has proven invaluable in forecasting future performance, assessing personality traits, and enhancing candidate experiences.
Iona McCullagh Talent Acquisition Team Leader, STR Group
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Karren Webbe Head of People, Peacock & Co Solicitors
Test Partnership is an easy to use resource for testing graduates and junior-mid level candidates. It has been good for replicating tests quickly and integrates very nicely with our ATS system.
Sarah Taylor Talent Acquisition, CloudRock
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Test Partnership was user friendly and the customer service has been superb! We were able to build out our projects to fit our needs. We have utilized the TPAQ-45 Complete Profile, Concepts Critical Thinking, and Situational Judgement Test the most to assist us in our recruiting process as well as gaining a better understanding of how we can serve our employees. We look forward to continuing our relationship with Test Partnership and would highly recommend them.
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Joseph Doyle Group HR Manager, Praxis Group
Worked well for hiring candidates with good data
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We were struggling to identify high-potential candidates and especially when the recruitment process was run internally, without consultants involvement... the results are amazing. Firstly it's an important cost saving - especially in entry and associate level roles where we internally run the whole recruitment process among the assessments. Also, we are able to evaluate our candidates and recognize better any red flags.
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Learning Agility Test FAQs
Traditional personality questionnaires measure broad behavioural traits such as extraversion, conscientiousness, or openness. These traits describe how someone tends to behave at work.
Learning agility focuses on something more specific: a person’s propensity to seek out, acquire, and apply new knowledge from experience. In roles where requirements evolve quickly, this can be just as important as existing skills or experience.
A learning agility questionnaire therefore provides a more targeted way to identify candidates who are likely to develop quickly, benefit from training, and adapt to new challenges.
Learning agility is typically best assessed early in the selection process, whilst shortlisting large applications, alongside cognitive ability tests. This allows hiring teams to identify candidates who not only have strong current capability, but also the potential to grow quickly in the role.
It is particularly useful when hiring for graduate roles, leadership pipelines, high-growth environments, or positions where job requirements are likely to change over time.
The questionnaire is untimed and typically takes around 15 minutes to complete. Because it is not speed-based, candidates can respond thoughtfully, which helps produce more reliable and consistent results.
