Leadership and management assessment test for hiring

What the leadership and management tests cover

The six tests focus on distinct parts of leading people, teams and organizations. Business Judgment measures decisions about strategy and growth, sales and pricing, performance and organization, and finance and deals. Leadership and People Management focuses on delegation, developing others, feedback and gaining support for ideas. Change Management covers scoping a change, engaging affected people, guiding teams and checking whether a change sticks.

Other tests address specific management settings. Remote Team Management covers communication at a distance, trust, teamwork and delivery without wearing people out. Software Engineering Management measures judgment in setting direction, managing people, running delivery and maintaining engineering quality. Strategic Coaching focuses on setting up coaching, coaching conversations, development and sustained progress. Each test takes 10 minutes; the formats are judgment scenarios or multiple choice, as described below.

Choose by role and level

Business Judgment is the advanced option for people who make or advise on business decisions, including strategy and management consultants, general managers, executives, private equity and investment associates, and senior business analysts.

The other five tests are intermediate. Leadership and People Management suits team leaders, supervisors, managers and people moving into those roles. Change Management is for people leaders, transformation and strategy staff, project and program managers, change consultants, and learning and development managers introducing new ways of working. Remote Team Management fits people who lead or coordinate colleagues in other locations, including team leads, project managers and people managers.

For software leadership, Software Engineering Management fits team leads stepping into management through CTOs and other senior engineering leaders. Strategic Coaching is suited to people managers, team leads, HR business partners, learning and development staff and internal coaches. Select based on the role's responsibilities, not on a general leadership label.

Combine tests and review results fairly

Choose tests that match separate responsibilities in the role. For a manager who leads people through organizational change, pair Leadership and People Management with Change Management. For a distributed team leader, consider Remote Team Management alongside Leadership and People Management. For a software engineering leader, combine Software Engineering Management with Strategic Coaching when coaching is also part of the work. Business Judgment can add a focus on business decisions for roles that make or advise on them. Avoid adding tests that do not match the position.

Use a result as evidence for a person to review, not as a verdict, pass mark or cut-off. The fairness approach varies by test. Scenarios state relevant facts and constraints; questions use plain workplace language and avoid dependence on named models, local laws, customs, idioms or specific tools where noted. The three judgment-scenario tests keep their four actions alike in length and tone. Change Management allows scratch paper and uses figures small enough to compare without a calculator. Names come from many backgrounds, and settings span many industries. For accommodation information, see Fairness and accommodations.