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How to Pass The PeopleAnswers/ Infor Talent Science Assessment?

Over 20 million job seekers fill out PeopleAnswers’ ( now Infor Talent Science ) employment surveys each year. Foot Locker, Audi, Gold’s Gym, Panera, The Cheesecake Factory, Yahoo, Dunkin’ Donuts, Neiman Marcus, Walgreens, Lowes, and Hertz all employ these questionnaires. PeopleAnswers’ employment software is available in over 16 languages and is web-based.

Behavioral theories were used to build the PeopleAnswers technique by scientists and industrial psychologists. As a result, the organization gives the traditional pre-employment test a behavioral twist. Infor, a business software provider with 70,000 corporate clients worldwide, purchased PeopleAnswers in January 2014.

Take PeopleAnswers Practice Test Now

Table of Contents

What is PeopleAnswers/ Infor Talent Science Employment Test?

PeopleAnswers has two different tests:

Cognitive ability

Personality test.

They are used during the job application process to assess how suitable a candidate is for a role. Your employer may ask you to take one or both.

What is on the PeopleAnswers tests?

The cognitive ability test has 60 questions. These will test your aptitude and intelligence. They can include questions such as:

• Number sequences
• Verbal analogies
• Math word problems

The personality test consists of 230 questions about how you perform in a work environment. It assesses how you see yourself at work. It may touch on:

• Leadership skills
• Timekeeping
• Obeying orders

How is the PeopleAnswers Test Scored?

The cognitive ability test is scored based on how many answers you get right.

• The personality test will judge your answers on the following three areas:
• Leadership ambition
• Flexibility within a changing work environment
• Empathy with fellow coworkers

How Do I Pass for PeopleAnswers Test?

The best way to pass the PeopleAnswers test is to prepare well. For this, we highly recommend using the services of a test preparation company like Job Test Prep. They have information about the test.

They also offer a tailored prep pack specifically for the PeopleAnswers tests that includes timed practice tests, study materials, answers, and explanations.

Tips to Pass a Personality Assessment Test

Knowing what information an employer is looking for and how to approach a personality test can help you when you’re asked to take one.

It’s understandable that you’d want to provide the correct answers to a personality test. It is important to keep in mind that personality is a subjective evaluation. The following tips can help.

• Honest answers are important – Personality tests sometimes include scale-based questions. You might be asked to rate your agreement by putting a number between one and five, where five is “strongly agree” and one is “strongly disagree.” Since you cannot change who you are, tell the truth.
• Try to avoid repeating yourself too often – Answer honestly, but think about how you really feel about a particular statement. Your answers should not all be on one extreme, since an employer may interpret this as a lack of diversity.
• Examine the job description – The purpose of personality tests is to determine whether you are suitable for a particular position. It is crucial that you keep the qualities the employer is looking for in the back of your mind while you are taking the personality test. Certain job characteristics are indicative of success, including attention to detail. Be sure to pay attention to the questions that align with the job posting, as those will determine whether you pass or fail. For instance, if the job posting mentioned “ability to work well on a team,” focus on questions about your willingness to cooperate.
• Think about taking a practice test – If you know ahead of time that you will be taking a personality test, you might want to take a practice test. An online personality test is available in various formats. The advantage of a practice test is you can get comfortable with the types of questions you will be asked and how they are phrased so there are no surprises when you take the actual exam. It is also a good idea to practice if you easily get nervous before taking exams.
• Don’t rush – Read the instructions and each question carefully before selecting your answer. The question may change as the exam continues, so make sure you know what it is asking. Let yourself have enough time to choose a response that fits your personality and what you value.
• Questions about honesty and integrity may also be included in personality tests . During your employment, you may face ethical challenges, so employers will want to know what you value. You may be asked to describe your character instead of your personality.

How Do You Prepare for the PeopleAnswers Personality Test?

A person may feel intimidated by the prospect of revealing hidden aspects of their personality. Nevertheless, if you have concerns about the test, remind yourself that there’s a good chance you already possess many of the competencies required for the job, and you should find yourself passing.

The revision you can do isn’t as extensive for tests like numerical reasoning and verbal reasoning. After all, you are who you are— changing your personality before the test isn’t possible.

Understand which competencies are key

There will be key competencies for every position. If you work in finance, for example, you need analytical skills. If you work in consulting, you need interpersonal skills. You can build the ideal profile for the position by responding appropriately to questions that assess these key areas. In this case, you and the employer need to know up front that you aren’t suited for the role.

But don’t exaggerate

There is a limit to how much a company can have in terms of strengths. Being assertive, for example, implies you are pursuing your goals through dominance rather than diplomacy. A personality test is not a good place to exaggerate your behavior. That could cause people to lessen their interest in you.

Don’t second guess

Answer the question as you would like it to appear. This is an assessment of consistency in your responses. Your chances of doing well are good if you’re right for the job and the employer is right for you.

Examples of Strongly Agree and Strongly Disagree Questions on Job PeopleAnswers Tests

Listed below are some questions on which you are likely to find strong agree or strongly disagree responses on a job assessment test:

• “I never make a mistake at work”
• “I prefer working alone rather than as a part of a team”
• “I need little to no supervision to complete my tasks”
• “I enjoy being a leader”
• “I am never bothered by criticism”
• “I handle stress well at work”
• “I am never late to work”
• “My friends would describe me as dependable”
• “Your previous boss would describe you as hard-working”
• “I can easily adapt to changes in my routine”
• “I prefer working on multiple projects at once, rather than focusing on one thing at a time”
• “Sometimes, rules can be broken for the greater good”
• “I would never take the blame for a coworker’s mistakes”
• “I thrive in team situations”

For more prep materials along with answers and explanations, head to Job Test Prep .

Sarah is an accomplished educator, researcher and author in the field of testing and assessment. She has worked with various educational institutions and organisations to develop innovative evaluation methods and enhance student learning. Sarah has published numerous articles and books on assessment and learning. Her passion for promoting equity and fairness in the education system fuels her commitment to sharing insights and best practices with educators and policymakers around the world.

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Learn about the different types of questions asked in the PeopleAnswers/ Infor Talent Science Assessment Test with this sample practice test. Good luck!

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How to Pass the PeopleAnswers/ Infor Talent Science Assessment

Personality Test Practice

• A full Behavioral Questionnaire
• Customized score report for your position 
• Practice tests for specific traits

Cognitive Test Practice

• Two full-length cognitive ability tests 
• Over 690 verbal and numerical reasoning questions
• Detailed answers for every question
• Tests Providers & Assessment Companies
• PeopleAnswers Test Practice

Infor Talent Science Assessment tests, also known as People Answers Assessments, are a series of online pre-employment tests assembled of cognitive questions and a behavioral questionnaire. Employers use this assessment to select the most qualified job candidate for a certain position.

The Infor Talent Science practice tests offered on this page are designed to sharpen the skills needed to pass both the Infor Talent behavioral exam and cognitive tests, each contains detailed answers and explanations:

• Personality Test Practice- take a full behavioral exam and discover if your score matches the behaviors required for the position, and how to improve your answers to be found most suitable.
• Cognitive Test Practice- sharpen numerical and verbal skills assessed by people answers/ Infor Talent Science, with full cognitive tests and additional practice for verbal and numerical subjects.

The Info Talent Science Preparation Pack was created by our experienced psychometric experts, based on thorough research and after getting feedback from hundreds of candidates.  If you have any additional questions about the assessments, feel free to  send us an email , we usually reply within 24 hours.

What Is PeopleAnswers/ Infor Talent Science?

PeopleAnswers is a company that provides an employment software entirely web-based, which allows employers to monitor and assess job candidates using cognitive and behavioral pre-employment tests . Your employer may ask you to complete one or both of these exams.

PeopleAnswers was bought by Infor in January 2014, a business software company with 70,000 corporate clients worldwide. Therefore, the PeopleAnswers pre-employment exam is now known as the Infor Talent Science Assessment.

Infor Talent Science questionnaires are taken by over 20 million job applicants each year, and are widely used by companies like Foot Locker, Audi, Gold's Gym,  Panera , The Cheesecake Factory , Yahoo, Dunkin' Donuts , Neiman Marcus, Walgreens , Lowes , and Hertz.

Infor Talent Science Behavioral Questionnaire 

Info Talent Science Behavioral Questionnaire assesses candidates' behavioral tendencies to predict work performance. This questionnaire was developed by scientists and industrial psychologists based on behavioral theories and evaluates 26 behavioral characteristics related to Leadership ambition, flexibility within a changing work environment, and empathy with fellow coworkers.

PeopleAnswers' personality test is not timed, but it usually takes about 25 minutes to complete. On each question, you must choose one response out of seven responses ranging from 'Strongly Agree' to 'Strongly Disagree'.

These are the kind of questions you could be asked:

• Co-workers describe me as assertive.
• It is okay to not follow directions in order to complete a task better.
• I like to support others and to help them succeed.
• Supervisors know that I work better independently than as part of a team. 

How to Answer Behavioral Questions?

The most important tip when answering personality questions is knowing the required characteristics for your position. In other words, how the ideal candidate would answer.

For example, if you are applying for a sales position, one of the most crucial requirements is the ability to be assertive. So, it is important to choose answers that reflect that- on question number one, that would be choosing strongly agree (ratings 6-7).  

The full Infor Talent Science Test Preparation provides practice tests and feedback reports customized to your position, so that you can ensure you choose answers that show you are the most suitable candidate for the role. 

Infor Talent Science Cognitive Test

PeopleAnswers' cognitive ability test consists of 60 questions on verbal and numerical reasoning subjects: number sequences, verbal analogies, and math word problems, under a time limit of 10 minutes. 

Prepare for your PeopleAnswers Assessment

JobTestPrep will soon offer practice materials for a variety of PeopleAnswers tests. Subscribe now to be one of the first to get PeopleAnswers sample questions and discount coupons online. Stay ahead of the game with JobTestPrep, your test preparation resource center.

Related Links 

MBTI Sixteen Personality

Tips on how to prepare for a personality test

Infor Talent Science

About Infor Talent Science

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Please contact Infor directly for pricing information.

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Infor Talent Science Reviews

Overall rating, ratings breakdown, secondary ratings.

Ease-of-use

Customer Support

Value for money

Functionality

4.67/5 out of 12 Reviews

Most Helpful Reviews for Infor Talent Science

Restaurants , 1,001-5,000 employees

Used daily for more than 2 years

OVERALL RATING :

EASE OF USE

CUSTOMER SUPPORT

FUNCTIONALITY

Reviewed September 2020

Such a valuable product!

The overall experience has been great. Getting our managers trained may have been the most difficult, in our industry our managers do not focus solely on reading a candidates profile so our main goal was to have their buy in to prove to them it will be beneficial in the long run. After including them in our recalibration process, they got to experience hands on what metrics Talent Science really focuses on. As and administrator of the system it has become of second nature to now exactly how Talent Science works. I enjoy being part of trainings with the Infor Trainer and seeing feedback and questions our users may still have. I am always seeking new ways to make the experience for our users as quick and easy as possible.

The thing I enjoy the most about Talent Science (as an administrator) is the results we get to see for ourselves in our daily operations. Our hiring managers are using Talent Science ratings or scores to secure potential employees. As we got the opportunity to recalibrate our profiles, we got our hiring managers engaged in knowing their future applicants would be tested against their top/best employees. The ease of using the software has been one of the top things our managers have enjoyed. It is easy to navigate and easy to understand where everything is located. As an administrator, the ease to run reports and such is really great. Overall, I believe Talent Science has only made our company better as we continue to strive to do so!

At the beginning of our journey with Talent Science, the main thing we were worried about was the time it took candidates to take the assessment and the drop off rate. We believed we were losing candidates because of this. Over time, however, Infor heard our feedback and minimizes the assessment to a smaller completion time. We have now seen more completed assessments than preciously and we hope to continue to see that improve.

Hospitality , 10,000+ employees

VALUE FOR MONEY

Reviewed September 2021

Great tool designed to improve quality of hire

I've worked with this tool for over 5 years and I believe it is a great tool if used correctly. I love the fact that it can be used beyond preemployment well into the lifecycle of the employee. The continuous product enhancement and customized solutions for the individual organization is what keeps me interested as it evolves as needed. The customer service they provide is top notch.

The software portal is extremely easy to use and is very navigator friendly. Reporting is colorful, clear, easy to understand and has several options to choose from to give you the information you need in the way you want it. It integrates well with our ATS and onboarding was fairly easy. What I really appreciate is that the account managers dig deep to learn your business and are able to customize the tool to the organization's needs. They provide regular training for users and hiring managers and evaluate the predictiveness of the tool. If its not providing the results you are looking for, they will review the data and make necessary adjustments to fix the gap.

The report information sometimes is repetitive or short. Hiring Managers typically put too much emphasis on the score and can become biased if the information is shared too early. They also equate scoring to standard testing in education where its not the same. The validation of the performance of the assessment takes longer than some leaders would like to see.

Retail , 10,000+ employees

Used daily for less than 2 years

I jumped into the project about halfway through. My experience from an integration standpoint with Workday wasn't smooth and I would have liked to see Talent Science be more proactive through that process. Our customer success manager is great, knowledgeable, and very responsive. We are currently working through validation and I would have liked to see Talent Science map this process out better. There have been a lot of miscommunications in our understanding of what data is needed for validation.

I like that a candidate only has to take the assessment one time and then Talent Science does that work to score that against various profiles, instead of candidate having to take an assessment for each job they apply to. I like that there are opportunities for development and career pathing with the assessment information. I like that there are probing questions provided to help mitigate any opportunities a candidate may have for the role they are applying to.

I don't like how long the assessment takes. At 75 questions, it's still lengthy when you think of a retail candidate that might only be working 6-8 weeks with us for the holidays. I'd love if there were games or other aspects that would engage the candidate in a different way but still measure the appropriate behavioral and cognitive skills that we are looking for.

Reason for choosing Infor Talent Science

In 2018, our Innovation team was tasked with looking at how our workforce needed to change in order to support the different ways our customers are shopping with us (e.g. digital, brick & mortar, etc.). Part of that work was to understand how we get people in the right job and then how do we get them on the right career journey based on what we know about their behavior and what is important to them individually for a career. Talent Science (formerly People Answers) was a company that came recommended by our CHRO.

Reviewed February 2021

Infor Talent Science - Quality Product

The support, communication, expertise of our Sr Customer Success Manager and our Behavioral Scientist are best in class. They is very creative in helping us solve problems and get the best use out of the tool. They listen to our needs and issues and help us find solutions. They are professional, friendly, fun to work with and easy to work with. They are great at brainstorming and thinking outside the box. My Sr Customer Success Manager is proactive and brings ideas to me that I have not thought of. Great partner! We have over 20+ custom profiles and they have proven to lower turnover and predict success based on each performance metrics.

Product is easy and simple to use. Flexible; profiles can change profiles as the business needs and positions needs change. Provide validation and recalibration studies. Reports available to Recruiters, HR and Hiring Leaders ( assessment report, onboarding report, development report, interview guides etc) are very beneficial. Have use of their many off the shelf assessments if a custom profile is not an option.

There is a lot of information available from the tool to Recruiters, HR, HM's as mentioned above and can be difficult to leverage and use, simply because we do not have the people resources to administer them.

Simple and Easy to Use. Client Support. Training available to recruiters, hiring leaders, HR, etc.

Retail , 501-1,000 employees

Love this software

I have loved my experience and would recommend to anyone.

The customer service that comes with it is amazing. Everyone is willing to go above and beyond to make sure we get the outcome we need.

In some areas it can seem a little cumbersome on how you get to what you are looking for. But not enough to classify it as not user friendly.

It seemed like the best fit to take our organization in the direction we needed as far as hiring the right talent.

Infor Talent Science

Infor Talent Science is a cloud-based Predictive Talent Analytics solution that helps your business ensure the right people are in the right positions. Attend an Intro to Talent Science webinar to learn how and why Talent Science can help you hire candidates that are the best behavioral fit for your company.

Course descriptions and class schedules are viewable only after logging into Infor U. Click here for instructions on logging into Infor U.

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Course Name	Course Type	Date	Time	Duration	Registration Links
Webinar	12-Apr-23	11 am CT	30 mins
Webinar	19-Jul-23	11 am CT	30 mins
Intro to Talent Science	Webinar	18-Oct-23	11 am CT	30 mins

Have a question? We're here to help.

Our FAQ page provides you with the answers to commonly asked questions around training, certification and credentialing.

• Core HR administration technology

How Infor Talent Science works for hiring -- at Infor

An ai-powered screening tool can make a difference with hiring and retention. here's what happened when infor used its talent science tool internally..

• Valerie Silverthorne

ERP platform provider Infor faced a dilemma common to nearly every large employer today: how to find and retain the best and brightest talent. The solution involved looking to its homegrown tool, Infor Talent Science, as well as some strategic rearranging of workspaces.

In less than two years, employee engagement and satisfaction levels have increased, and turnover has decreased, said Anne Benedict, senior vice president of HR at Infor, during the 2018 Inforum conference in Washington, D.C. Speaking during a panel on the future of work, Benedict outlined how some strategic changes and the AI-powered hiring analytics capabilities of Infor Talent Science were able to bring order to hiring chaos.

And today's hiring environment is chaos, thanks to a tight labor market, a shortage of key tech skills and a workforce that is more demanding when it comes to flexibility and compensation. The idea that AI can bring clarity to the hiring process by finding and hiring the right people is compelling, but for some, the promise may be overstated.

"AI-powered screening tools are great in high-volume hiring and not so good in individual positions," said John Sumser, founder and principal analyst at HRExaminer. His bottom line: It can take a lot of time to know if an AI screening tool's selections were actually successful employees, so it makes sense to proceed with caution when it comes to relying on AI for hiring.

Candidate profiles prove accurate soothsayers

We've proven that people who fit the profile they're hired into are 40% less likely to turn over in the first year. Anne Benedict Senior vice president of HR, Infor

For Benedict, though, Infor Talent Science helps in two strategic ways. The company asks every job candidate to be profiled by the screening tool, and later in the process, Infor Talent Science helps with interviewing. "We take a profile and measure their tech skills and their behavioral personality profile so we can do a better job fitting them into specific roles," Benedict explained. "We've proven that people who fit the profile they're hired into are 40% less likely to turn over in the first year."

The company has used the tool long enough that the HR team has been able to create profiles of employees who are high performers, with the goal of hiring a more powerful workforce. "We looked at people we've hired and what they've done over time, why they stayed and when they left," she said.

In some areas, those profiles offer evidence a hiring manager shouldn't ignore, she said. For example, in Infor's telesales department, 100% of the people who did not fit the ideal profile left during their first year, while only 10% of those whose skills matched up well turned over. Using Infor Talent Science, "we're not having to backfill the turnover," Benedict said. And it helps streamline the interviewing process as well.

"The tool spits out specific questions to ask a candidate based on the profiles, so an interviewer is able to hone in on the questions that matter most," she said. "This helps a hiring manager find a needle in a haystack."

Dropping departments, pushing pods

Benedict and her team have overseen other changes, including an increasing number of remote workers -- 50% of Infor employees work remotely -- and a de-emphasis on siloed workers. The company is also moving away from departments and toward the idea of a pod, where every employee involved in a particular task now works together in a shared space.

"You can really solve development or customer issues faster this way," she said. "This is really changing the way we're working, and we're looking at doing this more."

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• Talent Assessment

24 Screening Interview Questions To Effectively Filter Candidates

Picture this: Numerous applicants are vying for attention, eagerly seeking a spot in your organization. Your mission is crystal clear: efficiently discovering rising stars from the crowd. Now, asking the right screening interview questions allows you to take your talent assessment tactics up a notch.

In this article, we’ll reveal the top questions to navigate through the noise effortlessly and ultimately find top talent early in the process.

Compare Top Talent Assessment Software Leaders

Article Roadmap

What Are Screening Interview Questions?

Top questions to ask, red flags to note, how software can help.

Screening interview questions are preliminary inquiries designed to efficiently assess and filter potential candidates early in the hiring process. These questions swiftly evaluate a candidate’s qualifications, skills, experiences and alignment with the job’s requirements.

The questions encompass the candidate’s background, education, job experiences and basic competency assessments, facilitating a more streamlined and effective recruitment procedure.

• Can you please introduce yourself?
• How did you find out about this position?
• What is your current job title, and how long have you been in this role?
• Are you open to relocation or willing to commute to our office location regularly?
• What experience do you have with [specific skill or technology] ?
• How would you handle [a specific task or scenario relevant to the job] ?
• How would you rate your proficiency with [specific skill required for the job] on a scale of one to ten, and could you give an example of how you’ve used it in a previous role?
• Can you describe a project you worked on similar to what you would handle in this position?
• Describe a challenging project you worked on and how you completed it.
• Describe a situation where you had to work with a difficult team member. How did you handle the situation, and what did you learn from it?
• Can you share an example of when you had to adapt to project or work environment changes? How did you approach the situation?
• Tell me when you took the initiative to improve a process or task. What was the result, and how did it impact the team or company?
• What excites you the most about the opportunity to work with our company?
• How do your values align with our company’s mission and culture?
• Can you describe a company culture or work environment where you thrived and were a great fit for?
• What do you think sets our company apart from others you’ve considered, and why would you be a great addition to our team?
• What are your salary expectations for this role, and do you have any specific compensation requirements?
• Are you available to work full-time or part-time or only on certain days of the week on-site/remotely?
• Could you start immediately if offered the position?
• Are there specific employee benefits that hold significance for you?
• I noticed you worked at [Company X] for a relatively short time. Please explain the reason for the short tenure.
• Your resume mentions experience with [specific technology] . Could you elaborate on the projects you worked on using this technology?
• You mentioned being in a leadership position at [Organization Y] . Can you describe your key responsibilities and achievements in that role?
• Your resume indicates you took a career break. What activities or professional development did you engage in during that time?

Hiring new employees isn’t without twists and turns and can be a drawn-out process. Most businesses arrive at a crossroads: roll the dice on potential hires by speeding up the process or invest time and resources to leave no stone unturned.

Pre-employment screening emerges as the unsung hero in the talent evaluation process, helping you separate the wheat from the chaff.

Screening interviews play a crucial role in shaping the all-important first impressions, and the effectiveness of this step hinges on asking the right interview questions.

So, in a nutshell, interview screening questions help in the following ways:

• Facilitates early talent identification for advancement in the recruitment process.
• Refines extensive talent pools and streamlines the recruitment funnel.
• Gives you a headstart by covering the basics and determining whether candidates meet job requirements.
• Offers valuable context for subsequent evaluations and provides reference points for team members.

You’ll need to carefully craft questions based on the job, company and industry requirements. So, each question must be precise and tailored to your requirements.

With that in mind, we’ll break down the top questions to ask based on key categories to cover during screening interviews:

1. Basic Information

Learn about your candidates’ backgrounds, work experience and contact details. By gathering the basics, you can create a strong foundation for further evaluation and ensure you have the necessary details to reach out and maintain communication throughout the hiring process.

Start with these essential icebreaker questions:

2. Job-Specific Questions

Dive deep into their skills, expertise and knowledge directly related to the job. By asking targeted questions, you identify candidates with the qualifications and experience required to excel in the role. Shortlist individuals who match your company’s needs:

3. Behavioral Questions

Soft skills are equally important as technical expertise and trickier to determine. Industry expert Josh Bersin even coined the term “ power skills ” to emphasize their importance.

So tapping into what potential hires know to do and how they do it requires you to tap into the real-life stories that define your candidates’ approach to challenges and teamwork.

Behavioral questions provide valuable insights into how candidates handle various situations, showcasing their problem-solving abilities and qualities needed to thrive within your organization.

4. Motivation and Cultural Fit Questions

Peek behind the curtain to reveal your candidates’ genuine interest in the applied role and company. These questions help you gauge their long-term aspirations and assess their compatibility with your company’s values. Focus on passionate, qualified individuals eager to join your organization.

• Can you describe a company culture or work environment where you thrived and why it fit you well?

Remember to tailor these questions according to your company culture and cover key aspects related to your company culture and team dynamics like remote or hybrid teams, fast-paced operations and any other aspects your candidate should know.

5. Expectations and Availability

Salary and benefits majorly influence a candidate’s decision to work for you. According to a recent report by Monster, salary protection and compensation are at the top of the average job seeker’s wish list.

Asking about their expectations helps determine the balance between the candidate’s requirements and your company’s resources. Cover aspects like compensation, work hours, notice periods and availability to ensure no surprises later in the hiring process.

• Will you be able to start immediately if offered the position?

6. Resume Clarification Questions

A resume doesn’t provide a complete picture. So, take the opportunity to delve deeper into what’s on paper and discover aspects that are easy to miss at first glance. Ask potential hires the following questions to bridge any gaps, clarify any uncertainties and let them provide context to their experiences.

Just like positive traits stand out, certain warning signs emerge with positive traits during screening interviews. Recognizing these indicators is crucial for making informed decisions and ensuring successful hiring outcomes.

• Lack of Genuine Interest: Pay close attention if the candidate shows minimal curiosity about the position. Candidates who fail to ask follow-up questions or display a nonchalant attitude may not possess the traits of driven and passionate individuals.
• Negative Attitude Towards Previous Employers: Be cautious if the candidate only has negative things to say about their previous employers. A tendency to blame others or dwell on negativity may signal potential issues with attitude or interpersonal skills.
• Excessive Focus On Salary and Benefits: While it’s natural to inquire about compensation, be wary if the candidate seems primarily fixated on salary and benefits without expressing interest in the job’s responsibilities and opportunities. Such an outlook typically implies a greater concern for personal gain than an organization’s success.
• Limited Research and Knowledge: Applicants who demonstrate knowledge about the company and show initiative often reflect a genuine interest in the role. So, note if a candidate demonstrates limited knowledge about the company or the applied position.
• Reluctance To Provide References: A reluctance to provide references may raise questions about their professional background or work history. Be cautious of candidates who hesitate to provide references or make excuses for not sharing them.

A recent report by ModernHire emphasized that quality of hire is the top recruitment metric to measure and that AI-based scientifically designed selection procedures are the means to achieve quality hires.

So, using talent assessment tools that use hiring science validated by the I/O psychology community in addition to your trusty recruitment software is the way forward.

Consider enhancing your recruitment tools with the following platforms:

• Pre-Employment Assessment Tools : Driven by AI-based hiring science, these tools offer tailored benchmarks and multiple screening assessment options.
• Talent Intelligence Platforms : Use validated hiring benchmarks and built-in interview toolkits to conduct targeted interviews.

Hiring benchmarks with targeted brackets in Infor Talent Science.

• Behavioral Assessment Tools : Decipher true candidate potential by scientifically assessing their abilities, personality traits and cultural fit.
• Interview Scheduling Software : Simplify internal communication and ensure a hassle-free experience for both recruiters and candidates.
• Video Interview Software : Streamline candidate pools by collecting and sharing pre-recorded responses.

Mettl offers targeted interview questions and lets candidates record and submit responses. Source

Screening interview questions unveil the finer aspects needed to set your team on the right track, like core values, work styles and applicant attitudes. You’ll need the right tools to implement a solid talent screening and evaluation strategy. If you’re ready to initiate your software search, refer to our customizable and completely free comparison report .

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15 Common Problem-Solving Interview Questions

In an interview for a big tech company, I was asked if I’d ever resolved a fight — and the exact way I went about handling it. I felt blindsided, and I stammered my way through an excuse of an answer.

It’s a familiar scenario to fellow technical job seekers — and one that risks leaving a sour taste in our mouths. As candidate experience becomes an increasingly critical component of the hiring process, recruiters need to ensure the problem-solving interview questions they prepare don’t dissuade talent in the first place. 

Interview questions designed to gauge a candidate’s problem-solving skills are more often than not challenging and vague. Assessing a multifaceted skill like problem solving is tricky — a good problem solver owns the full solution and result, researches well, solves creatively and takes action proactively. 

It’s hard to establish an effective way to measure such a skill. But it’s not impossible.

We recommend taking an informed and prepared approach to testing candidates’ problem-solving skills . With that in mind, here’s a list of a few common problem-solving interview questions, the science behind them — and how you can go about administering your own problem-solving questions with the unique challenges of your organization in mind.

Key Takeaways for Effective Problem-Solving Interview Questions

• Problem solving lies at the heart of programming. 
• Testing a candidate’s problem-solving skills goes beyond the IDE. Problem-solving interview questions should test both technical skills and soft skills.
• STAR, SOAR and PREP are methods a candidate can use to answer some non-technical problem-solving interview questions.
• Generic problem-solving interview questions go a long way in gauging a candidate’s fit. But you can go one step further by customizing them according to your company’s service, product, vision, and culture. 

Technical Problem-Solving Interview Question Examples

Evaluating a candidates’ problem-solving skills while using coding challenges might seem intimidating. The secret is that coding challenges test many things at the same time — like the candidate’s knowledge of data structures and algorithms, clean code practices, and proficiency in specific programming languages, to name a few examples.

Problem solving itself might at first seem like it’s taking a back seat. But technical problem solving lies at the heart of programming, and most coding questions are designed to test a candidate’s problem-solving abilities.

Here are a few examples of technical problem-solving questions:

1. Mini-Max Sum  

This well-known challenge, which asks the interviewee to find the maximum and minimum sum among an array of given numbers, is based on a basic but important programming concept called sorting, as well as integer overflow. It tests the candidate’s observational skills, and the answer should elicit a logical, ad-hoc solution.

2. Organizing Containers of Balls  

This problem tests the candidate’s knowledge of a variety of programming concepts, like 2D arrays, sorting and iteration. Organizing colored balls in containers based on various conditions is a common question asked in competitive examinations and job interviews, because it’s an effective way to test multiple facets of a candidate’s problem-solving skills.

3. Build a Palindrome

This is a tough problem to crack, and the candidate’s knowledge of concepts like strings and dynamic programming plays a significant role in solving this challenge. This problem-solving example tests the candidate’s ability to think on their feet as well as their ability to write clean, optimized code.

4. Subarray Division

Based on a technique used for searching pairs in a sorted array ( called the “two pointers” technique ), this problem can be solved in just a few lines and judges the candidate’s ability to optimize (as well as basic mathematical skills).

5. The Grid Search 

This is a problem of moderate difficulty and tests the candidate’s knowledge of strings and searching algorithms, the latter of which is regularly tested in developer interviews across all levels.

Common Non-Technical Problem-Solving Interview Questions 

Testing a candidate’s problem-solving skills goes beyond the IDE . Everyday situations can help illustrate competency, so here are a few questions that focus on past experiences and hypothetical situations to help interviewers gauge problem-solving skills.

1. Given the problem of selecting a new tool to invest in, where and how would you begin this task? 

Key Insight : This question offers insight into the candidate’s research skills. Ideally, they would begin by identifying the problem, interviewing stakeholders, gathering insights from the team, and researching what tools exist to best solve for the team’s challenges and goals. 

2. Have you ever recognized a potential problem and addressed it before it occurred? 

Key Insight: Prevention is often better than cure. The ability to recognize a problem before it occurs takes intuition and an understanding of business needs. 

3. A teammate on a time-sensitive project confesses that he’s made a mistake, and it’s putting your team at risk of missing key deadlines. How would you respond?

Key Insight: Sometimes, all the preparation in the world still won’t stop a mishap. Thinking on your feet and managing stress are skills that this question attempts to unearth. Like any other skill, they can be cultivated through practice.

4. Tell me about a time you used a unique problem-solving approach. 

Key Insight: Creativity can manifest in many ways, including original or novel ways to tackle a problem. Methods like the 10X approach and reverse brainstorming are a couple of unique approaches to problem solving. 

5. Have you ever broken rules for the “greater good?” If yes, can you walk me through the situation?

Key Insight: “Ask for forgiveness, not for permission.” It’s unconventional, but in some situations, it may be the mindset needed to drive a solution to a problem.

6. Tell me about a weakness you overcame at work, and the approach you took. 

Key Insight: According to Compass Partnership , “self-awareness allows us to understand how and why we respond in certain situations, giving us the opportunity to take charge of these responses.” It’s easy to get overwhelmed when faced with a problem. Candidates showing high levels of self-awareness are positioned to handle it well.

7. Have you ever owned up to a mistake at work? Can you tell me about it?

Key Insight: Everybody makes mistakes. But owning up to them can be tough, especially at a workplace. Not only does it take courage, but it also requires honesty and a willingness to improve, all signs of 1) a reliable employee and 2) an effective problem solver.

8. How would you approach working with an upset customer?

Key Insight: With the rise of empathy-driven development and more companies choosing to bridge the gap between users and engineers, today’s tech teams speak directly with customers more frequently than ever before. This question brings to light the candidate’s interpersonal skills in a client-facing environment.

9. Have you ever had to solve a problem on your own, but needed to ask for additional help? How did you go about it? 

Key Insight: Knowing when you need assistance to complete a task or address a situation is an important quality to have while problem solving. This questions helps the interviewer get a sense of the candidate’s ability to navigate those waters. 

10. Let’s say you disagree with your colleague on how to move forward with a project. How would you go about resolving the disagreement?

Key Insight: Conflict resolution is an extremely handy skill for any employee to have; an ideal answer to this question might contain a brief explanation of the conflict or situation, the role played by the candidate and the steps taken by them to arrive at a positive resolution or outcome. 

Strategies for Answering Problem-Solving Questions

If you’re a job seeker, chances are you’ll encounter this style of question in your various interview experiences. While problem-solving interview questions may appear simple, they can be easy to fumble — leaving the interviewer without a clear solution or outcome. 

It’s important to approach such questions in a structured manner. Here are a few tried-and-true methods to employ in your next problem-solving interview.

1. Shine in Interviews With the STAR Method

S ituation, T ask, A ction, and R esult is a great method that can be employed to answer a problem-solving or behavioral interview question. Here’s a breakdown of these steps:

• Situation : A good way to address almost any interview question is to lay out and define the situation and circumstances. 
• Task : Define the problem or goal that needs to be addressed. Coding questions are often multifaceted, so this step is particularly important when answering technical problem-solving questions.
• Action : How did you go about solving the problem? Try to be as specific as possible, and state your plan in steps if you can.
• Result : Wrap it up by stating the outcome achieved. 

2. Rise above difficult questions using the SOAR method

A very similar approach to the STAR method, SOAR stands for S ituation, O bstacle, A ction, and R esults .

• Situation: Explain the state of affairs. It’s important to steer clear of stating any personal opinions in this step; focus on the facts.
• Obstacle: State the challenge or problem you faced.
• Action: Detail carefully how you went about overcoming this obstacle.
• Result: What was the end result? Apart from overcoming the obstacle, did you achieve anything else? What did you learn in the process? 

3. Do It the PREP Way

Traditionally used as a method to make effective presentations, the P oint, R eason, E xample, P oint method can also be used to answer problem-solving interview questions.  

• Point : State the solution in plain terms. 
• Reasons: Follow up the solution by detailing your case — and include any data or insights that support your solution. 
• Example: In addition to objective data and insights, drive your answer home by contextualizing the solution in a real-world example.
• Point : Reiterate the solution to make it come full circle.

How to Customize Problem-Solving Interview Questions 

Generic problem-solving interview questions go a long way in gauging a candidate’s skill level, but recruiters can go one step further by customizing these problem-solving questions according to their company’s service, product, vision, or culture. 

Here are some tips to do so:

• Break down the job’s responsibilities into smaller tasks. Job descriptions may contain ambiguous responsibilities like “manage team projects effectively.” To formulate an effective problem-solving question, envision what this task might look like in a real-world context and develop a question around it.  
• Tailor questions to the role at hand. Apart from making for an effective problem-solving question, it gives the candidate the impression you’re an informed technical recruiter. For example, an engineer will likely have attended many scrums. So, a good question to ask is: “Suppose you notice your scrums are turning unproductive. How would you go about addressing this?” 
• Consider the tools and technologies the candidate will use on the job. For example, if Jira is the primary project management tool, a good problem-solving interview question might be: “Can you tell me about a time you simplified a complex workflow — and the tools you used to do so?”
• If you don’t know where to start, your company’s core values can often provide direction. If one of the core values is “ownership,” for example, consider asking a question like: “Can you walk us through a project you owned from start to finish?” 
• Sometimes, developing custom content can be difficult even with all these tips considered. Our platform has a vast selection of problem-solving examples that are designed to help recruiters ask the right questions to help nail their next technical interview.

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Practice Assessment Tests

Free assessment tests to get you prepared, how to pass the peopleanswers/infor talent science assessment: the comprehensive guide.

• PeopleAnswers Assessments are designed to evaluate a candidate's cognitive abilities, personality traits, and job-related skills through a series of psychometric tests.
• Success in the hiring process requires strong problem-solving abilities, effective communication skills, and a good cultural fit with the organization.
• Thorough preparation is crucial, as it helps candidates understand the test format, practice relevant questions, and develop strategies for time management and accurate responses.
• By preparing diligently, candidates can enhance their performance on the assessment, showcasing their suitability for the role and increasing their chances of being hired.

What is PeopleAnswers/Infor Talent Science Assessment

The PeopleAnswers Assessment , now known as the Infor Talent Science Assessment , is a comprehensive pre-employment evaluation tool used by numerous companies to screen and select the most suitable job candidates. This assessment comprises two primary components: a behavioral questionnaire and a cognitive ability test. Here’s a detailed explanation of the format and primary objectives of each component.

Format of PeopleAnswers/Infor Talent Science Assessment

• Format : The behavioral section is a personality test that evaluates candidates based on 26 behavioral traits. This test is not timed but typically takes around 25 minutes to complete.
• Content : Candidates are presented with statements and must choose their level of agreement on a seven-point scale ranging from 'Strongly Agree' to 'Strongly Disagree'. For example, statements might include "Co-workers describe me as assertive" or "I like to support others and help them succeed".
• Objective : The goal is to predict work performance by assessing behavioral tendencies such as leadership ambition, adaptability, and empathy. These insights help employers determine if a candidate's personality aligns with the company culture and job requirements.
• Format : This section consists of 60 questions focused on verbal and numerical reasoning. The test is timed, with a total duration of 10 minutes, making it a rapid assessment of cognitive skills.
• Content : The questions cover areas such as number sequences, verbal analogies, and math word problems. For example, candidates might be asked to solve problems involving arithmetic calculations or to identify relationships between words in analogies.
• Objective : The primary objective of the cognitive ability test is to measure a candidate’s problem-solving skills and ability to process information quickly and accurately. These abilities are crucial for roles that require critical thinking and analytical skills.

Primary Objectives of PeopleAnswers/Infor Talent Science Assessment

The main objectives of the PeopleAnswers/Infor Talent Science Assessment are:

• By combining behavioral and cognitive assessments, employers can get a holistic view of a candidate's capabilities and potential for success in the role. This helps in identifying individuals who are not only skilled but also a good cultural fit for the organization.
• The assessment aims to predict how well a candidate will perform in a given job by evaluating both their cognitive abilities and personality traits. This predictive capability helps in making informed hiring decisions.
• By using standardized assessments, employers can streamline the hiring process, making it more efficient and objective. This ensures a fair evaluation of all candidates based on their skills and behaviors.
• By selecting candidates who are a better fit for the job and the company culture, organizations can reduce employee turnover. Employees who are well-matched to their roles are likely to be more satisfied and stay longer with the company.

Significance and Usage

Infor Talent Science assessments are used by over 20 million job applicants annually and are employed by well-known companies such as Foot Locker, Audi, Panera, and The Cheesecake Factory. This widespread use underscores the assessment's reliability and effectiveness in helping employers make better hiring decisions.

Preparation Tips

• Understand Job Requirements : Tailor your responses to reflect the desired traits for the position.
• Practice Cognitive Skills : Sharpen your numerical and verbal reasoning abilities through practice tests.
• Answer Honestly : While it's important to align your answers with the job requirements, ensure that your responses are genuine to avoid any inconsistencies.

How Test Is Different

The PeopleAnswers Assessment stands out in the realm of pre-employment testing due to its unique combination of behavioral and cognitive evaluations, its scientific foundation, and its adaptability across various industries and job roles. Here’s a detailed comparison highlighting its differences from other assessment tests:

Combination of Behavioral and Cognitive Assessments

1. Integrated Evaluation :

• PeopleAnswers Assessment : This assessment uniquely combines a behavioral questionnaire with cognitive ability tests to provide a comprehensive evaluation of a candidate’s suitability for a role. The behavioral part assesses personality traits and work behavior, while the cognitive part evaluates problem-solving and reasoning skills.
• Other Tests : Many other assessments focus solely on one aspect, such as cognitive abilities (e.g., Wonderlic Cognitive Ability Test) or personality traits (e.g., Myers-Briggs Type Indicator). This singular focus can limit the depth of understanding of a candidate’s overall capabilities.

Scientific and Research-Based Approach

2. Foundation in Behavioral Science :

• PeopleAnswers Assessment : Developed by industrial psychologists and behavioral scientists, this assessment is grounded in extensive research and behavioral theories. It evaluates 26 specific behavioral traits that are predictive of job performance.
• Other Tests : While other tests like the Hogan Personality Inventory or DiSC also have scientific underpinnings, they may not integrate cognitive assessments as seamlessly with behavioral evaluations. The scientific rigor and comprehensive nature of PeopleAnswers make it particularly effective for predicting job success.

Industry and Role Adaptability

3. Versatility Across Industries :

• PeopleAnswers Assessment : Widely used by diverse companies such as Foot Locker, Audi, and The Cheesecake Factory, this assessment is designed to be adaptable across various job roles and industries. It helps employers identify candidates who fit specific roles, from retail to corporate positions.
• Other Tests : Some assessments, like technical skills tests (e.g., coding tests for software developers), are highly specialized and applicable to specific job functions. They may not provide the broad applicability seen with PeopleAnswers assessments.

Focus on Predicting Cultural Fit and Job Performance

4. Emphasis on Cultural Fit :

• PeopleAnswers Assessment : This test goes beyond assessing skills and knowledge by focusing on cultural fit and behavioral alignment with the company’s values. It predicts how well a candidate will integrate into the work environment and their potential long-term success.
• Other Tests : Tests such as the Caliper Profile also emphasize personality and behavioral traits but may not combine this with cognitive assessments to the same extent. The dual focus of PeopleAnswers on both behavioral and cognitive aspects provides a more holistic view of a candidate.

Detailed Preparation Insights

5. Preparation and Feedback Mechanisms :

• PeopleAnswers Assessment : Offers detailed feedback and preparation resources, including practice tests for both the behavioral and cognitive sections. This allows candidates to understand their strengths and areas for improvement, enhancing their readiness for the actual test.
• Other Tests : While many tests offer practice materials (e.g., SHL or AON assessments), the integration of cognitive and behavioral practice tests in PeopleAnswers provides a more comprehensive preparation approach.

The PeopleAnswers/Infor Talent Science Assessment differentiates itself from other tests through its integrated approach combining behavioral and cognitive evaluations, its scientific and research-based foundation, its adaptability across various industries and roles, its emphasis on cultural fit and job performance, and its comprehensive preparation resources. These features make it a powerful tool for employers looking to make informed and strategic hiring decisions, ensuring they select candidates who not only possess the necessary skills but also align well with the company’s culture and long-term goals.

Jobs Assessed with Test

 Infor Talent Science Assessment is widely utilized across various industries and job roles to ensure that candidates not only have the necessary skills but also align with the company’s culture and values. Here are some job positions that typically require this assessment and explanations for its use in these contexts:

• Companies : Foot Locker, Neiman Marcus, Walgreens
• Reason : In retail, customer interaction and sales skills are crucial. The assessment evaluates traits like assertiveness, empathy, and customer service orientation, ensuring that candidates can effectively engage with customers and drive sales.
• Companies : Panera, The Cheesecake Factory, Dunkin' Donuts
• Reason : The fast-paced nature of the food service industry requires employees who can handle stress, work efficiently, and maintain a positive attitude. The behavioral assessment helps identify candidates who can thrive in such environments and provide excellent customer service.
• Companies : Hertz, Yahoo
• Reason : Customer service roles demand strong communication skills, patience, and problem-solving abilities. The cognitive and behavioral assessments ensure that candidates possess the necessary traits to handle customer inquiries and complaints effectively.
• Companies : Audi, Lowe's
• Reason : In corporate settings, it’s essential to have employees who can think critically, solve complex problems, and work well in teams. The cognitive test assesses numerical and verbal reasoning skills, while the behavioral questionnaire evaluates traits like teamwork and leadership.
• Companies : Gold's Gym
• Reason : These roles require individuals who are not only knowledgeable about fitness but also motivational and supportive. The assessment helps identify candidates who can inspire clients and create a positive and encouraging environment.
• Companies : Various large corporations with extensive supply chains
• Reason : Logistics roles require excellent organizational and problem-solving skills. The cognitive test ensures candidates can handle the complexities of logistics operations, while the behavioral test assesses their ability to lead teams and manage stress.
• Companies : Various IT and tech companies
• Reason : Technical support roles demand strong analytical skills and the ability to communicate technical information clearly. The assessment helps identify candidates who can efficiently troubleshoot issues and provide excellent technical support.

Why the Assessment is Used

1. Predicting Job Performance :

• The dual focus on cognitive and behavioral traits allows employers to predict how well a candidate will perform in a given role. This holistic approach ensures that candidates are not only capable of performing tasks but also fit well within the company culture.

2. Reducing Turnover :

• By identifying candidates whose personalities align with the company’s values and the job’s demands, employers can reduce turnover rates. Employees who fit well are likely to be more satisfied and stay longer with the company.

3. Enhancing Team Dynamics :

• Understanding the behavioral traits of potential hires helps in building teams that work well together. It ensures that new employees can collaborate effectively with existing team members, enhancing overall productivity.

4. Streamlining the Hiring Process :

• The standardized format of the PeopleAnswers/Infor Talent Science Assessment provides a consistent and objective measure of candidates’ abilities and traits. This helps in making the hiring process more efficient and fair.

5. Customization for Specific Roles :

• The assessment can be tailored to focus on the traits most relevant to specific roles, ensuring that candidates possess the exact qualities needed for success in their intended positions.

Skills Assessed

The PeopleAnswers Assessment , now known as the Infor Talent Science Assessment, evaluates a combination of cognitive abilities and behavioral traits to predict job performance and cultural fit. Here’s a detailed look at the skills assessed and their relevance to job performance:

Behavioral Skills

• Assessment : Measures a candidate’s desire and capability to take on leadership roles and responsibilities.
• Relevance : Critical for positions that require managing teams, making strategic decisions, and guiding projects to successful completion. High leadership ambition correlates with proactive management and effective team leadership.
• Assessment : Evaluates a candidate’s ability to adapt to changing environments and work conditions.
• Relevance : Important for roles in dynamic industries or fast-paced environments where change is constant. Flexibility ensures employees can handle new challenges and shifting priorities without losing productivity.
• Assessment : Assesses a candidate’s ability to understand and share the feelings of others.
• Relevance : Essential for customer service roles and positions requiring teamwork. Empathetic employees tend to foster better workplace relationships and provide superior customer experiences.
• Assessment : Measures the degree to which a candidate can assert their opinions and take charge when necessary.
• Relevance : Important in sales, management, and any role that requires negotiation or influencing others. Assertiveness helps in driving initiatives and achieving goals through decisive actions.
• Assessment : Evaluates a candidate’s ability to work well within a team.
• Relevance : Crucial for collaborative environments where teamwork is key to success. Employees who score high in teamwork contribute to a cohesive work environment and collective problem-solving.
• Assessment : Measures honesty and adherence to moral and ethical principles.
• Relevance : Essential across all job roles to ensure trustworthiness and reliability. High integrity reduces risks related to unethical behavior and enhances the company’s reputation.

Cognitive Skills

• Assessment : Tests the ability to understand and work with numbers, including basic arithmetic, number sequences, and data interpretation.
• Relevance : Important for roles in finance, engineering, and any job requiring quantitative analysis. Strong numerical reasoning skills ensure accurate data handling and financial decision-making.
• Assessment : Evaluates the ability to understand and reason using concepts framed in words.
• Relevance : Crucial for positions requiring clear communication, comprehension of complex information, and critical reading skills. High verbal reasoning abilities support effective communication and problem-solving.
• Assessment : Assesses the ability to analyze and solve problems using logic.
• Relevance : Important for technical, analytical, and managerial roles where logical thinking and problem-solving are essential. Strong logical reasoning skills help in diagnosing issues and creating effective solutions.

Relevance to Job Performance

The PeopleAnswers/Infor Talent Science Assessment is designed to provide a comprehensive profile of a candidate’s suitability for a role by assessing these skills. Here’s how they relate to job performance:

• Predictive Validity : The assessment helps predict how well a candidate will perform in a specific role by matching their cognitive and behavioral profiles to those of successful employees in similar positions.
• Cultural Fit : By evaluating behavioral traits, the assessment ensures that candidates will fit well within the company’s culture, leading to higher job satisfaction and retention rates.
• Performance Metrics : Employers use these assessments to identify candidates who are likely to meet or exceed performance metrics, contributing to overall business success.
• Skill Alignment : Ensures that the skills and traits of the candidates align with the job requirements, reducing the risk of hiring mismatches and enhancing productivity.

The PeopleAnswers/Infor Talent Science Assessment is a valuable tool for employers to identify candidates who possess the right blend of cognitive abilities and behavioral traits. By ensuring a good fit between the candidate and the job, employers can enhance job performance, reduce turnover, and foster a positive workplace culture. Candidates preparing for this assessment should focus on demonstrating the relevant skills and traits through practice and understanding the job requirements.

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Companies that Use the Test

The PeopleAnswers Assessment , now known as the Infor Talent Science Assessment, is utilized across a variety of industries to evaluate candidates for different roles. This assessment is particularly valued for its ability to combine cognitive and behavioral insights, making it versatile and effective for diverse job functions. Here’s a detailed look at which industries and specific employers use this assessment, along with examples:

Retail Industry

1. Foot Locker

• Reason for Use : Foot Locker employs the PeopleAnswers Assessment to identify candidates who can thrive in a fast-paced retail environment. The assessment helps in evaluating traits like customer service orientation, teamwork, and sales capabilities.
• Application : The assessment is used for roles such as Sales Associates, Store Managers, and Customer Service Representatives.

2. Neiman Marcus

• Reason for Use : For a luxury retailer like Neiman Marcus, it is crucial to hire candidates who exhibit high levels of customer service, attention to detail, and sales acumen. The behavioral and cognitive assessments help in selecting candidates who can provide a premium customer experience.
• Application : The assessment is used for positions such as Sales Associates, Personal Shoppers, and Department Managers.

Hospitality and Food Service Industry

3. The Cheesecake Factory

• Reason for Use : The Cheesecake Factory uses the assessment to ensure that employees can handle the high-pressure environment of a busy restaurant while maintaining excellent customer service standards.
• Application : The assessment is used for roles like Servers, Hosts, and Kitchen Staff.

4. Panera Bread

• Reason for Use : Panera Bread seeks to hire individuals who can offer friendly, efficient service and work well within a team. The PeopleAnswers Assessment helps in identifying candidates with the right behavioral traits and cognitive skills for these roles.
• Application : The assessment is used for positions such as Cashiers, Food Service Associates, and Shift Supervisors.

Fitness and Health Industry

5. Gold's Gym

• Reason for Use : Gold's Gym employs the assessment to find fitness instructors and staff who are not only knowledgeable about fitness but also motivational and supportive to clients.
• Application : The assessment is used for roles like Personal Trainers, Group Fitness Instructors, and Front Desk Staff.

Automotive Industry

• Reason for Use : Audi uses the assessment to ensure that candidates for various roles within the company possess the necessary technical skills and align with the company’s values and customer service standards.
• Application : The assessment is used for positions such as Sales Consultants, Service Advisors, and Technicians.

Hospitality and Leisure Industry

• Reason for Use : Hertz utilizes the assessment to find candidates who can provide excellent customer service and manage the demands of car rental operations efficiently.
• Application : The assessment is used for roles like Customer Service Representatives, Rental Sales Agents, and Operations Managers.

Pharmacy and Health Retail

8. Walgreens

• Reason for Use : Walgreens employs the PeopleAnswers Assessment to select candidates who can deliver excellent customer service and operate effectively in a retail pharmacy environment.
• Application : The assessment is used for positions such as Pharmacy Technicians, Store Associates, and Shift Leads.

Why It Is Used in These Contexts

• The PeopleAnswers Assessment provides a comprehensive profile of a candidate’s abilities and traits, allowing employers to make informed hiring decisions. This predictive capability is crucial for roles requiring specific behavioral and cognitive skills.
• By assessing both cognitive and behavioral traits, employers can predict which candidates are likely to perform well in their roles. This leads to better job performance and higher productivity.
• The assessment helps in identifying candidates who fit well within the company culture, which can reduce turnover rates. Employees who are a good fit are more likely to stay with the company longer.
• Understanding the behavioral traits of potential hires helps in building cohesive teams. It ensures that new employees can work well with existing team members, enhancing overall workplace harmony.

The PeopleAnswers/Infor Talent Science Assessment is a versatile tool used by a wide range of industries to evaluate candidates for various roles. By combining cognitive and behavioral assessments, it helps employers predict job performance, improve hiring decisions, and build strong, cohesive teams. Understanding its application across different industries and job roles can help candidates prepare effectively and align their skills with employer expectations.

Scoring Model used in PeopleAnswers Test

 The PeopleAnswers Assessment Tests  employs a sophisticated scoring model designed to evaluate both cognitive abilities and behavioral traits of candidates. The results are used to predict job performance and cultural fit within the organization. Here's a detailed explanation of how the scoring model works and its implications for the hiring process:

Behavioral Questionnaire Scoring

• Assessment : The behavioral section consists of a series of statements to which candidates respond on a seven-point Likert scale, ranging from 'Strongly Disagree' to 'Strongly Agree'.
• Traits : The assessment evaluates 26 specific behavioral traits such as leadership ambition, flexibility, empathy, and teamwork.
• Scoring : Each response is scored based on how well it aligns with the desired traits for the role. Higher scores indicate a closer match to the ideal behavioral profile for the position.
• Ideal Profile : Employers create an ideal behavioral profile for each role, based on successful employees in similar positions.
• Comparison : Candidate scores are compared to this ideal profile to determine how well they fit the role. A closer match indicates a higher likelihood of success in the job.

Cognitive Ability Test Scoring

• Sections : The cognitive ability test includes 60 questions covering verbal reasoning, numerical reasoning, and logical problem-solving.
• Timing : The test is timed, typically allowing 10 minutes to complete all questions.
• Accuracy : Candidates are scored based on the number of correct answers. Each correct answer contributes to the overall score.
• Speed : The time taken to complete the test can also be a factor, with quicker, accurate responses being rated more favorably.
• Relative Performance : Scores are often converted into percentile rankings to compare a candidate’s performance relative to a normative group. For example, a score in the 90th percentile indicates that the candidate performed better than 90% of the comparison group.

Interpretation of Results

• Overall Evaluation : A composite score may be generated that combines the behavioral and cognitive scores to provide an overall evaluation of the candidate’s fit for the role.
• Weighting : Different roles may weight cognitive and behavioral traits differently. For instance, a technical role might prioritize cognitive abilities, while a customer service role might focus more on behavioral traits.
• Fit Score : The results are interpreted to generate a 'fit score' which indicates how well the candidate aligns with the job requirements and company culture.
• Decision Making : Employers use this fit score to make informed hiring decisions, often prioritizing candidates with higher fit scores for interviews and further evaluation.

Impact on Hiring Process

• Initial Screening : The assessment is often used as an initial screening tool to filter out candidates who do not meet the basic requirements for the role. High-scoring candidates are typically moved forward to the next stages of the hiring process.
• Job Performance : The assessment’s scoring model is designed to predict job performance accurately. Candidates with higher scores are statistically more likely to perform well and stay longer in the position.
• Cultural Fit : By assessing both cognitive and behavioral traits, the assessment helps ensure that candidates will not only perform their job duties effectively but also integrate well into the company culture.
• Retention Rates : Effective use of the assessment can lead to lower turnover rates by selecting candidates who are a good fit both in terms of skills and culture. This reduces the costs associated with hiring and training new employees.

The PeopleAnswers Assessments use a detailed and structured scoring model to evaluate candidates. By combining cognitive and behavioral evaluations, it provides a comprehensive overview of a candidate’s potential fit for a role. This approach helps employers make more informed hiring decisions, ultimately leading to better job performance and lower turnover rates. Candidates should prepare thoroughly for both sections of the test to enhance their chances of scoring well and progressing in the hiring process.

Sample Test Questions

The PeopleAnswers Assessment Test , now known as the Infor Talent Science Assessment, includes a variety of questions designed to evaluate both cognitive abilities and behavioral traits. Here are some examples of the types of questions you might encounter, along with recommended answers and considerations for job seekers:

Behavioral Questionnaire Sample Questions

• Question : "Co-workers describe me as assertive."
• Recommended Answer : Strongly Agree (if the job requires assertiveness, such as in sales or leadership roles).
• Consideration : Understand the key traits required for the position you are applying for. Assertiveness may be crucial for roles requiring proactive communication and decision-making.
• Question : "It is okay to not follow directions in order to complete a task better."
• Recommended Answer : Disagree (for most positions, following directions and adhering to protocols is important).
• Consideration : Employers value candidates who can follow instructions, especially in roles with strict guidelines or safety protocols.
• Question : "I like to support others and to help them succeed."
• Recommended Answer : Strongly Agree (important for teamwork and collaborative roles).
• Consideration : Emphasize your ability to work well in a team and support colleagues, which is valuable in most workplace environments.
• Question : "Supervisors know that I work better independently than as part of a team."
• Recommended Answer : Neutral to Disagree (depending on the role; some positions value teamwork over independence).
• Consideration : Tailor your response based on the job requirements. Roles that require collaboration may not favor high independence.

Cognitive Ability Test Sample Questions

• Question : "If a company’s profit increases by 20% each year, what will be the profit after 2 years if the current profit is $100,000?"
• Recommended Answer : $144,000 (First year: $100,000 * 1.20 = $120,000; Second year: $120,000 * 1.20 = $144,000).
• Consideration : Practice basic arithmetic and percentage calculations to improve your speed and accuracy.
• Question : "Choose the word that best completes the analogy: 'Doctor is to Hospital as Teacher is to ______.'"
• Recommended Answer : School.
• Consideration : Familiarize yourself with common analogies and practice identifying relationships between words.
• Question : "Identify the next number in the series: 2, 6, 12, 20, __."
• Recommended Answer : 30 (Pattern: add consecutive even numbers: 2+4=6, 6+6=12, 12+8=20, 20+10=30).
• Consideration : Enhance your ability to recognize patterns and sequences by practicing similar problems.

Considerations for Job Seekers

• Research the key traits and skills required for the job you are applying for. This will help you tailor your answers to reflect the qualities the employer is looking for.
• Regularly practice numerical and verbal reasoning problems. There are many online resources and practice tests available to help you improve these skills.
• While it is important to align your answers with the job requirements, ensure that your responses are genuine. Inconsistent answers can be flagged and might negatively impact your assessment.
• For the cognitive ability test, practice working under timed conditions. This will help you manage the time pressure during the actual assessment.
• If possible, take practice tests and seek feedback to identify areas where you need improvement. This will help you perform better in the actual assessment.

Practice Assessment Test

How to succeed on the test.

Practicing before taking a PeopleAnswers Assessment Test is a strategic investment in a candidate's success.

It not only enhances familiarity with the test but also enables candidates to fine-tune their skills, manage time effectively, and build the confidence needed to perform at their best. Regular, targeted practice is a key component of successful test preparation.

Here's a detailed breakdown of why practicing is important and how it helps job candidates pass the test:

• Familiarity with Test Format: Practicing exposes candidates to the specific format of the assessment, including the structure of the questions, the time constraints, and any unique features of the test. This familiarity helps reduce anxiety and nervousness during the actual test, allowing candidates to navigate the assessment with more confidence.
• Understanding Question Types: Different assessments include various question types, whether they are related to cognitive abilities, personality traits, or job-related skills. Practicing enables candidates to understand the types of questions they might encounter, whether it's numerical reasoning, verbal reasoning, situational judgment, or others. Recognizing question patterns allows candidates to develop effective strategies for each type.
• Identifying Areas of Weakness: Through practice, candidates can identify their strengths and weaknesses in different areas assessed by the test. Recognizing areas of weakness allows candidates to focus their efforts on improvement, whether it involves brushing up on certain skills or learning specific strategies to approach particular question types more effectively.
• Time Management Skills: Assessment tests are often timed, and effective time management is crucial. Practicing helps candidates develop strategies for allocating time wisely across different sections, ensuring that they can complete the test within the given timeframe. This is particularly important for cognitive aptitude tests where time pressure is a common factor.
• Building Confidence: Confidence plays a significant role in test performance. As candidates practice and become more comfortable with the test format and question types, their confidence levels increase. This heightened confidence positively impacts their ability to approach questions calmly, make reasoned decisions, and perform optimally.
• Improving Performance: Regular practice contributes to skill improvement and enhances overall performance. Whether it's refining mathematical abilities, honing critical thinking skills, or becoming more adept at interpreting graphs and data, candidates who practice consistently are likely to see improvement in the areas assessed by the test.
• Reducing Test Anxiety: Assessment tests can be stressful, especially if candidates are unprepared. Practicing serves as a form of stress inoculation, helping candidates manage anxiety by providing a sense of control and preparedness. Familiarity with the test conditions and content contributes to a more relaxed and focused test-taking experience.
• Customizing Study Strategies: Through practice, candidates can determine which study methods and strategies work best for them. Some may benefit from more frequent, shorter practice sessions, while others may prefer more extended study periods. Understanding one's optimal study approach can maximize the effectiveness of preparation efforts.

Practice is crucial for success in assessment tests as it familiarizes individuals with the test format, refines their skills, and enhances their confidence.

Why Prepare with JobTestPrep Practice Materials

• Realistic Test Simulation: JobTestPrep provides practice tests that accurately replicate the format and difficulty level of the actual test, allowing you to prepare effectively for the real assessment.
• Eliminate Stress by Practicing Time Management Practice: Practicing with time limits helps you improve your speed and accuracy during the test, ensuring you can efficiently complete all sections within the allotted time.
• Get Detailed Feedback and Customized Study Plan: JobTestPrep's practice tests offer detailed feedback and personalized study plans based on your performance, enabling targeted improvement and optimized study time.

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Next Step: Prepare for the Assessment Test

Getting ready for the PeopleAnswers Assessment Test might seem challenging, but engaging in thorough practice beforehand is a pivotal step that can markedly elevate your likelihood of success. By dedicating time to practice, you not only familiarize yourself with the test format but also enhance your skills and confidence, ultimately positioning yourself for a more successful outcome in the assessment process.

Using JobTestPrep practice materials can be an effective way to prepare for the employment assessment test , helping you to build confidence and increase your chances of success. By following these tips and practicing regularly, you can improve your chances and succeed on the test.

What is included in the Test Pack:

Personality Test Practice

• A full Behavioral Questionnaire
• Customized score report for your position 
• Practice tests for specific traits

Cognitive Test Practice

• Two full-length cognitive ability tests 
• Over 690 verbal and numerical reasoning questions
• Detailed answers for every question

All the best on your job interview and assessment test! Good luck & I truly hope you will get hired soon!

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