Talent Q test: how to find the best-fit employee for your business

Hiring the right person for the job seems to have evolved into a task that is akin to navigating a minefield.

Back in the day, it was easier to figure out which of the candidates can take on the duties and responsibilities of the position that is open but also excel and succeed in the long run.

Should the job land on someone who is incompetent, unmotivated, or even both, then it will be very likely that you will not only suffer financial losses but also an irrecoverable reputation hit in the worst-case scenario.

To prevent this from happening and to boost their chances of hiring a talented and hardworking candidate, many companies now require candidates to take the Talent Q test in order to prove their cognitive abilities, interpersonal skills, problem-solving skills, and personality profile compatibility with the job that they are applying for.

So, if you’re thinking about including a pre-employment test in the hiring process, here are a few reasons why you should consider the Talent Q assessments to help you find the best employee for the company.

1. The Talent Q SJT: Catching a glimpse of their work style

One of the most notable exams that the Talent Q has to offer to any employer is its Talent Q Situational Judgement Test (SJT).

This assessment is designed to provide companies with the knowledge on how well the candidate can handle the problems, misunderstandings, confrontations, and other situations that are likely to occur in the workplace regularly.

It does this by presenting the applicant with a passage that contains said situation, and then they will have to choose which of the supplied courses of action is the best one to take to resolve the issue.

Depending on their answer, you will be able to see if the applicant is someone that can abide by company policy in order to fix the problem or is just a mere ‘people-pleaser’ that will select the ‘kindest’ choice to show how nice they are as a person.

For example, you want a customer support position to be filled and the situation mentions that the customer is furious about their purchase and wants an immediate refund.

Will you select the applicant that chose to immediately issue the refund or the one that first inquired about the circumstances of the customer’s dissatisfaction with the product to see if they can be appeased in a different manner without having to issue the refund?

After all, it is very possible that they only needed technical support or did not know how to use the product effectively.

Due to the expansiveness of the Talent Q SJT question bank, nearly every company or industry can benefit from it from the number of situations and answer styles to find the perfect employee for the job.

2. The Talent Q Dimensions and Motivations

For higher and upper-management positions, sometimes you don’t even have to worry about the competency of the candidate, as most applications can easily be filtered out if they don’t meet the minimum requirements.

This means that you can now focus on figuring out if any of the applicants has the right personality, mindset, or even motivations needed to handle the job.

Such is the function of the Talent Q Dimensions personality test and Talent Q motivations assessment.

If you want to prevent yourself from hiring a lazy supervisor or a sheepish sales associate that can barely talk to potential clients or negotiate contract prices effectively, then implementing either or both of these assessments can be incredibly beneficial for you.

The Dimensions assessment also provides more than just an overview of their personality.

When implemented, the Talent Q Dimensions can also give you their teammate potential, leadership, stress management, sales capability, role compatibility, and liability profiles.

This will allow you to have a full view of their strengths and weaknesses as a potential employee.

It should be noted, however, that most companies tend to use the Dimensions and Motivations in conjunction with the SJT as a way to confirm that their personality and motivation profile is consistent with the courses of action that they picked.

3. The Talent Q Elements and Aspects Assessments

Known in the market as the cognitive ability tests of the Talent Q, these exams are mostly administered in entry and middle-level positions in a bid to confirm that the candidate has the skills that are vital for the job.

The Talent Q Elements mainly tests the numerical, verbal, and logical reasoning skills of the applicant in order to prove that they can do simple to complex calculations; can read and write clear instructions or contracts; and can solve problems on their own even if the solution isn’t apparent.

The Talent Q Aspects contains only the numerical and verbal reasoning ability test of the Elements but adds in a checking ability skills test to prove that the candidate is an effective encoder or can cross-reference information between two data sheets with little-to-no errors.

With all of this in mind, perhaps you now have a good idea on which of the Talent Q assessments can benefit you the most.

After all, employees are an investment that can bring in a lot of growth if given the opportunity, and including any of the assessments can help you pick the right person for the job and allow you to save time and resources by filtering the bad apples early in the hiring process.