Learning Agility
Assessment

Our assessments are meticulously crafted by a team of seasoned professionals who bring a wealth of expertise to the table. Years of industry and academic experience from our in-house psychometric team, combined with a relentless dedication to innovation, empowers us to continually refine and enhance our assessments. This ensures that our tests are up the highest standard.

Our commitment to industry-leading accuracy means that every data point is a reliable guide for your decision-making. We've fine-tuned our assessments to be precise, so you can have confidence in the outcomes. With our proven and trusted online assessments, you're not just getting data; you're getting actionable insights that can shape your future success. When accuracy matters, you can count on us.

The advantage of behavioural assessments lies in their objectivity, as they do not necessitate a human evaluator or assessor. Human assessors can potentially introduce unconscious bias into the assessment process. Through behavioural testing, we reduce the likelihood of unconscious bias at this stage in the recruitment process, thereby ensuring that high performers are not excluded due to irrelevant demographic factors. Our assessments are meticulously crafted with inclusivity as a primary consideration.

Research has shown that behavioural assessments are powerful predictors of job performance. Our assessments measure the specific behavioural constructs which underpin performance, employee engagement, and job satisfaction, helping to ensure person-role fit. This allows you to maximise the probability of hiring the right candidates, improving quality of hire.

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 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.

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.

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.