Practicing Korn Ferry Assessment assessments can help you become more familiar with the assessments and the insights they provide. Take sample tests, review results, understand the purpose, practice in a quiet environment, and seek feedback. By doing so, you can develop a deeper understanding of Korn Ferry Assessment and use it more effectively in recruitment and development processes.
- What is a Korn Ferry assessment?
- How do I prepare for a Korn assessment?
- Is the Korn Ferry assessment hard?
- How do I pass the Korn Ferry employment assessment?
The Korn Ferry Assessment is a predictive test to help organizations gauge an individual’s current abilities and future potential. It is often given to job candidates prior to being hired, but some companies will also ask current employees to take the assessment in order to strategize about the future of the workforce. It is one questionnaire, but it is said to be able to measure the skills of any individual on the corporate ladder, from the CEO to an associate.
Korn Ferry offer various assessment tools and services to help organizations with talent acquisition, leadership development, and employee performance optimization. Some of the popular assessments provided by Korn Ferry include:
- Korn Ferry Assessment of Leadership Potential (KFALP): This assessment is designed to identify individuals with high potential for leadership roles within an organization. It evaluates leadership traits, competencies, and developmental areas to support succession planning and leadership development initiatives.
- Korn Ferry Emotional and Social Competency Inventory (ESCI): The ESCI measures an individual’s emotional intelligence and social competency. It provides valuable insights into how a person manages emotions, communicates, and interacts with others in a professional setting.
- Korn Ferry Four Dimensional Executive Assessment (KF4D): The KF4D is a comprehensive evaluation of an executive’s leadership abilities, personality traits, cognitive capabilities, and potential derailment factors. It is commonly used for executive-level selection and development.
- Korn Ferry Assessment of Personality (KFAP): This assessment assesses an individual’s personality traits and behavioral preferences in the workplace. It helps in understanding how a person is likely to behave in different work-related situations.
- Korn Ferry Talent Q Elements: This suite of psychometric assessments includes tests for numerical, verbal, and logical reasoning. Talent Q Elements is often used for candidate screening during the recruitment process.
- Korn Ferry Interview Architect®: This tool assists organizations in designing structured interviews that focus on key competencies and performance factors essential for a particular job role. It enhances the consistency and effectiveness of the interview process.
As explained above, this assessment does not change at all depending on an individual’s job title or level. There are different areas that the assessment may test an individual on, including numerical reasoning, verbal reasoning, and logical reasoning. Korn Ferry also offers a personality assessment, which seeks to understand a person’s behaviour, relationships, and sources of energy and/or motivation.
Another Korn Ferry assessment is the leadership and competencies test. These assessments focus on situational judgement and the ability to make the most reasonable decision based on the information you have at the time.
Because the assessment is a strengths finder of sorts, it will adapt as an individual move through the exam. As it progresses, questions will become more difficult. If someone answers a question quickly and correctly, the system will try to give a more complex and challenging question. However, if a candidate pauses for a long period of time or answers the question incorrectly, the exam will scale back and ask something easier.
The best way to prepare for the Korn Ferry assessment is to interact with practice tests that are designed similarly to the actual test. By investing in these practice tests, you will expose yourself to the exact types of questions you can expect to encounter. If the practice tests are digital and interactive as well, that is even better. Work through each assessment multiple times to increase your ability to answer complex questions in a quicker amount of time.
This exposure will help eliminate the pressure on the day of your actual exam, which can contribute to an overall better score.
Korn Ferry Leadership Assessment
Korn Ferry Leadership Assessment is a psychometric assessment designed to measure an individual’s leadership potential. It provides insights into an individual’s personality, cognitive abilities, and leadership potential, helping organizations identify individuals with the potential to become effective leaders.
Korn Ferry often employs a competency framework that categorizes the abilities and characteristics vital for leadership into various clusters. These may include strategic thinking, driving results, and interpersonal effectiveness among others.
Leadership assessments by Korn Ferry usually involve a combination of methods to provide a holistic view of an individual’s leadership capabilities. This could include:
- Self-assessments: Questionnaires that ask the individual to rate themselves on various competencies or traits.
- 360-degree Feedback: Collects views from peers, subordinates, and superiors to give a well-rounded picture of the individual’s leadership skills and potential.
- Situational Judgment Tests: Simulates job-related scenarios to gauge how the person would react in different situations, specifically under the leadership context.
- Interviews: Behavioral or competency-based interviews can be part of the process, aimed at understanding past behavior as a predictor of future performance.
- Cognitive and Skill Tests: May include reasoning tests, strategic decision-making exercises, or even simulations to assess various intellectual and practical skills.
One of the objectives of Korn Ferry’s Leadership Assessment is not just to evaluate but also to provide developmental feedback. This helps the organization and the individual understand areas of strength and opportunities for growth, thereby informing development plans and career trajectories.
Note that these assessments are designed to be a fair measure of leadership potential and skills. It is essential to approach them with honesty and integrity. Attempting to manipulate the results can not only invalidate the assessment but also has ethical implications.
The assessment results are presented in a report that provides insights into an individual’s strengths and areas for development. The report can be used to inform leadership development programs, succession planning, and executive coaching.
The scoring on Korn Ferry Assessment assessments
The scoring on Korn Ferry Assessment assessments varies depending on the specific test being taken. Each assessment is designed to measure specific skills, traits, or abilities, and the scoring is based on how well an individual performs on the assessment.
For cognitive ability tests, the score is typically based on the number of correct answers. These tests are designed to measure an individual’s problem-solving, critical thinking, and analytical skills.
For personality questionnaires, the score is typically based on the individual’s responses to the questions. These assessments are designed to measure an individual’s personality traits, such as extraversion, conscientiousness, and emotional stability.
For situational judgment tests, the score is based on how well an individual responds to hypothetical situations. These assessments are designed to measure an individual’s ability to make decisions and solve problems in real-world scenarios.
The results of Korn Ferry Assessment assessments are typically presented in a report that provides insights into an individual’s strengths and areas for development. The report may include a score or rating that indicates how well an individual performed on the assessment and an explanation of what the score means and how it can be used to inform talent management decisions.
Make sure you understand the purpose of the assessment you’re taking. Each assessment is designed to measure specific skills, traits, or abilities, so understanding what the assessment is measuring will help you prepare more effectively.
Free Korn Ferry Assessment Question and Answer
The types of questions you might encounter in a generic leadership or competency-based assessment.
Example of a Leadership Competency Question:
You are leading a team that is falling behind on a critical project due to unforeseen technical challenges. Tensions within the team are rising, and upper management is demanding an update.
What would you do in this situation? (Choose the best option.)
A) Promise upper management an aggressive timeline to complete the project, and push your team to meet it.
B) Ignore the tensions within the team and focus solely on solving the technical issues to speed up progress.
C) Communicate openly with both upper management and your team about the challenges and work collaboratively to find a solution.
D) Delegate the responsibility of communicating with upper management to a team member while you focus on the technical challenges.
Example of a Personality Assessment Question:
Rate the following statement on a scale from “Strongly Disagree” to “Strongly Agree”:
“I enjoy taking charge of situations and guiding groups to success.”
Example of an Aptitude/Skill Test Question:
If two pencils cost 6 cents, how much do eight pencils cost?
A) 18 cents
B) 24 cents
C) 30 cents
D) 48 cents