The Caliper Assessment test is used by employers to screen potential candidates and to place them in the correct business positions.
It tests various personality and cognitive metrics to assess people against potential roles.
The Caliper Profile considers the specific culture or country of a requested workplace and uses different norm groups to customise results.
In this article, you will find out:
- What is Tested
- Free Example Questions
- Preparation techniques
- Scoring well
Article Contents
What Is the Caliper Personality Profile?
The Caliper Profile (or Caliper Test) is a widely used assessment that objectively measures personality characteristics and a person’s motivations.
The results are used to predict how people might behave in a job and to assess their potential.
The Caliper Profile is based on nearly 60 years of research, and it measures 22 robust traits that have been found to be predictive of people’s success in a typical workplace.
What makes Caliper’s Personality Profile stand out is that it considers the culture or country in which you are going to work by using different norm groups.
Depending on the country where the role is based, the ‘ideal’ personality traits for a job might vary.
For example, in Japan, leadership or assertive traits might be viewed less favourably for most roles than in the USA.
Data from the Caliper Assessment is not only used in recruitment; it is helpful throughout an employee’s lifecycle, such as in development and promotion or leadership planning.
It’s worth noting that The Caliper Profile was recently acquired by Talogy, so you may see this name when taking the Caliper.
PSI is also a test partner, so you may see the test occasionally described as the PSI Caliper Assessment.
In terms of practical elements, the test is usually untimed and has low ‘fake-ability’ so no proctor is required.
People usually complete the assessment in 60 to 90 minutes and can even take it on mobile devices.
The Caliper Profile is a multiple-choice test and consists of 112 questions presented in five sections (including an abstract reasoning component).
Caliper Assessment practice test questions are provided in the section below so that you can see what you might expect during the process.
For more Caliper Personality Test practice questions visit JobTestPrep.
Prepare for the Caliper Test with JobTestPrepWho Is the Caliper Assessment For?
The Caliper is often used for personality and cognitive in aviation, engineering medicine, finance and technology.
Usually it is applied more at the senior levels – although there is also a shortened version of the test for entry-level employees that does not include the cognitive portion.
Companies use tests like the Caliper Assessment because it’s more cost effective to hire the right person – rather than seeing how someone performs on the job and then realising they have made the wrong decision.
After a candidate or employee takes the Caliper test, their results are compared against validated job models to see how they perform in comparison. Recruiters or other company staff will use these Caliper Assessment results to assess how well they believe the person will fit the desired job role.
The generated Caliper report can be used in other ways, too – to onboard the employee or to offer ongoing development opportunities support and up-skill them.
For more Caliper Personality Test practice questions visit JobTestPrep.
Prepare for the Caliper Test with JobTestPrepWhat Is Tested on the Caliper Personality Profile?
The Caliper Personality Profile can be customised, so these focus areas below can be added and removed according to the request of the client.
In general though, these are the traits or qualities that are included and investigated in the test metrics:
Leadership
It assesses:
- Leadership maturity
- Communication
- A drive for results
- Leading of change
- Managing of innovations and quality
- Team building acumen
- The capacity to coach
- Delegation skills
- Direct and fact-based management
- Strategic talent management skills
Active Communication
It looks for the skills of:
- Influence
- Persuasion
- Conflict management
- Negotiation
- Active listening
- Communication/listening
Interpersonal Dynamics
It assesses:
- Interpersonal dynamics
- Helpfulness
- Having a service focus
- Relationship building
- Collaboration
- Teamwork
- Organisational savvy
- Having a global mindset
Decision Making
It checks for:
- Deliberative decision making
- Decisiveness
- Strategic thinking
- Organisational citizenship
- Information seeking skills
Problem Solving
It looks for:
- Creativity skills and innovation
- Analytical thinking
- Learning agility
- Scientific and business acumen
Process Management
It assesses:
- Your focus on quality
- Compliance
- Response orientation
- Safety focus
- Process management
- Time management
- Planning and priority setting
- Organising
- Documenting information
- The application of standard practices
Self-Management
It looks at:
- Your composure and resiliency
- Ability to generate and express enthusiasm
- Strength of conviction
- Achievement-motivation and perseverance
- Self-awareness
- Adaptability
- Initiating action
- Accountability
- Professionalism
- Continuous learning
- Extended task focus
- Comfort with ambiguity
Caliper Assessment Practice Test Questions
Taking Caliper Assessment practice tests is important to gain familiarity with the process.
Here are some example questions with Caliper Assessment answers given below.
Question 1 – Sample of Caliper Personality Test
From the following, mark one statement that most describes you and one statement that least describes you:
| Statement | Most | Least |
|---|---|---|
| I always have a plan for all meetings | ||
| I always prefer to let a meeting run its course | ||
| I think meetings are mostly a waste of time | ||
| I prefer to choose which meetings to attend |
The Caliper test answers that you give are analysed to predict the kind of work environment you are most likely to thrive in.
There is no right or wrong answer – it’s simply a matter of matching you to the right kind of role.
For example, if you mostly prefer to let a meeting run its course, you are unlikely to be suitable for a leadership role in an emergency response service organisation.
On the other hand, this could be a welcome trait for a creative agency director as lengthy ideation or brainstorming sessions would be more common there.
Question 2 – Sample of Caliper Personality Test
To what extent do you agree or disagree with the following statement?
The answer to these types of Caliper Assessment questions, again, depends on the organisation’s culture (as well as possibly the country in which the role is based).
For example in some Northern European countries, bluntness is acceptable and commonly ascribed in the workplace. In the UK, a slightly more buttoned-up culture, there is a tendency to use politeness and a way of talking around the subject.
Ideally your style is a natural fit for the role and culture you are applying for. In these personality questions, it is best to be honest and genuine about who you are, since it’s in everyone’s interest that you end up in a position you can thrive in.
Question 3 – Sample of Caliper Personality Test
You are a member of a team working on a small project with a very tight deadline.
You have almost completed your part of the assigned work, but are frustrated with a new colleague sitting next to you who is constantly talking on the phone.
It seems he is making personal calls and is not focused on the work yet to be completed for his part of the project.
What would be your most likely and least likely responses?
| Probable Response | Most Likely | Least Likely |
|---|---|---|
| 1. Focus on your own work. His work is not on your head | ||
| 2. Tell others in the team that your colleague should be reported | ||
| 3. Speak to your project manager and get their thoughts | ||
| 4. Ask your colleague what’s happening and offer them support |
This kind of question tests your situational awareness and emotional intelligence.
Unlike the two questions above, the Caliper test answers here would vary less depending on what kind of role you are in.
Here is a breakdown of the options from least to most desirable from the perspective of a typical team-oriented work environment:
- Option 2** is probably the least desirable option. It’s bad teamwork and seeds discontent in a situation where you are all already under pressure. Talking behind the back of a colleague (and trying to get someone else to call in a report) shows a lack of integrity.
- Option 1 might feel better, if you’re keeping to your own lane, but it shows a lack of commitment to the project. Collective responsibility is important in a well-functioning team. It also shows a lack of emotional intelligence and might indicate you are not managerial quality if you can’t step in to save a work project from going badly.
- Option 3 might be jumping the gun if it’s a situation you can handle easily without getting management involved. It does not reflect strong team spirit and could negatively alter the team dynamics if you go straight to the manager. Instead you could show some initiative and take care of things if they are within your scope – before escalating if that turns out to be necessary.
- Option 4 shows the most empathy and consideration. It demonstrates interpersonal skills, an encouraging attitude to a new colleague and supports the overall team objective. Finding out the root cause of the issue and communicating effectively might be the swiftest way of resolving the matter.
For example, an unforeseen family emergency could have come up for your colleague – so supporting them, especially if your work is nearly done, is the most effective solution. Going to management would be the next step only if you are unable to sort things out within the team.
Question 4 – Sample of Abstract Testing on the Caliper Assessment
Pick the option from the four choices that follows the rule, X is to Y as Z is to ?
The correct answer is: d).
The answer to this question is number 4. This is keeping the format of how X changes to Y (the shape is doubled, inverted and changed to green) and applying it to Z.
Caliper Assessment answers in the personality section aren’t always right or wrong – but in the cognitive or abstract portions, there’s usually just one correct answer.
The Types of Caliper Test Questions
There are three typical types of assessment questions in the Caliper test. These broad types are:
Type 1: Multiple-Choice Behavioural Questions
Each question is a situational statement that is followed by different possible responses. The candidate has to identify the most likely and the least likely response based on their own viewpoint.
Sample Questions 1 and 3 in the section above are of this type.
You may encounter variations of this type of question, but the underlying aim is the same: to identify the candidate’s response to a work-related scenario and to test their situational judgement.
Type 2: Scaling Responses to Behavioural Questions
Very similar to Type 1, but the responses to questions here must be given on a scale of ‘strongly agree’ to ‘strongly disagree’.
Sample Question 2 in the section above is of this type.
There can be other variations with choice, with responses like ‘almost always’, ‘very often’, ‘never’ and ‘always’. There might be some true/false or agree/disagree options too.
Type 3: Multiple-Choice Abstract Reasoning Questions
These deal with abstract patterns, numbers and letter sequences or combinations of these. You have to find either the missing member in the sequence or identify what comes next.
Sample Question 4 in the section above is of this type.
Only Type 3 questions have a single correct option which candidates must get right to score well in this cognitive ability section.
With regards to Type 1 and Type 2 questions, it’s worth remembering that high and low trait scores do not always mean ‘good’ and ‘bad’.
Instead, a high score means this is an area that a person might be drawn to or do well in, while a low score suggests that they might not like or prefer working in this kind of area.
For example, an engineer might not enjoy working in a team context (and score poorly on interpersonal questions), but that doesn’t mean they wouldn’t do excellent work in a solo environment.
The scores are nuanced and need to be analysed within the context of culture and the specific role.
How to Prepare for the Caliper Tests
This section on preparation will focus mainly on the cognitive section of the Caliper Assessment, because practising this part will make the most difference.
For the personality section, there is less improvement that can be made with preparation – although familiarity with these types of psychometric questions is always a good idea.
Take Practice Tests
There are several ways that candidates can prepare for aptitude tests – primarily with Caliper Test practice.
Use sample test papers that are available online. Be sure to look at and understand the Caliper Assessment test answers too.
Sometimes the working out is explained, so pay particular attention there. You might find it helpful to brush up on basic mathematics and abstract reasoning skills.
Time Yourself
Mental preparation for the Caliper assessment test is key, because you have to be focused and able to hold your attention on the paper for at least an hour.
When you take practice tests, time yourself, as it will help you feel like you are working under pressure. The more you get used to that, the better you will perform.
Research the Role and the Company
Make sure you have researched the company and role you are applying for. Work out what key competencies and behaviours they are looking to recruit for.
If it’s a sales role you are looking at, then the ability to persuade would be important, for example.
Try and stick to roles you would be a natural fit for, as this is what the psychological and personality elements of the test are seeking out.
Check Your Equipment
There are practical items to be conscious of too. Check your equipment in advance of sitting down to do the tests online.
They are taken in your own home, so ensure that your computer or tablet is running smoothly and your internet connection is stable.
Be sure that you are in a distraction-free environment and let any other people in your home know not to disturb you.
Look After Your Wellbeing
In terms of personal well-being, you should not take the test while hungry, thirsty or tired, as it will undoubtedly affect your performance negatively.
Try to look after your body and mind with exercise, nutritious food and stress-relief techniques like cyclic breathing.
For more Caliper Personality Test practice questions visit JobTestPrepFrequently Asked Questions
What is the Caliper Personality Profile Test?
The Caliper Profile or Caliper Test is a widely-used assessment that objectively measures personality characteristics and a person’s motivations.
The results are used to predict how people might behave in a job and to assess their potential. The Caliper Profile is based on nearly 60 years of research, and it measures 22 robust traits that have been found to be predictive of people’s success in a typical workplace.
Is the Caliper Assessment hard to pass?
The Caliper Assessment is not a pass/fail test. It goes into a lot of detail, though, and your results will determine if you get the job or promotion you want, so it’s worth preparing for it properly.
After a candidate or employee takes the Caliper Test, their results are compared against validated job models to see how they perform in comparison. Recruiters will use these Caliper Assessment results to assess how well they believe the person will fit the desired job role.
Where can I prepare for the Caliper Assessment?
It’s important that candidates prepare thoroughly with a Caliper test practice test. Use sample test papers that are available online.
Be sure to look at and understand the Caliper Assessment test answers too. Sometimes the working out is explained, so pay particular attention there. You might find it helpful to brush up on basic mathematics and abstract reasoning skills.
What is a good score for the Caliper Assessment?
The Caliper Assessment is not a pass-or-fail test. A score between 1 and 99 is generated as an indication of how you might fit into a particular job role.
If you get one in the range of 80 to 99, you might be considered a strong candidate. You will only see this score if the employer chooses to share it with you. They are likely more interested in the complete personality profile that assesses your strengths, weaknesses and working style.
Can you fail the Caliper Assessment?
There is no failing score on the Caliper test. If you are worried about passing, focus mainly on the cognitive section of the Caliper Assessment, because practising this part will make the most difference.
For the personality section, there is less improvement that can be made with preparation – although familiarity with these types of psychometric questions is always a good idea.
Can you retake the Caliper Assessment?
Caliper does not advise retaking the test unless there were distractions or a noisy/time constrained environment that mean the results won’t accurately represent the true tendencies of an individual.
They also say that you should wait five years between tests if there were no extenuating circumstances, since an individual won’t change meaningfully or significantly in their results in a shorter space of time.
This also means that testers won’t boost their scores artificially by learning from the first time they take it or by getting feedback on their initial results.
Where can I find more Caliper assessment practice test questions?
Taking Caliper Assessment practice tests is important to gain familiarity with the process. Proper Caliper Test practice can help you do well in the test and ensure you have a solid chance to move on to the next stage of the recruitment process.
Should I prepare for the Caliper Assessment?
Mental preparation for the Caliper Assessment Test is key, because you have to be focused and able to hold your attention on the paper for at least an hour.
When you take practice tests, time yourself, as it will help you feel like you are working under pressure. The more you get used to that, the better you will perform.
Also make sure you have researched the company and role you are applying for. Work out what key competencies and behaviours they are looking to recruit for.
What is the purpose of the Caliper Assessment?
Recruiters will use Caliper Assessment results to assess how well they believe a person will fit the desired job role. After a candidate or employee takes the Caliper Test, their results are compared against validated job models to see how they perform in comparison.
Companies use tests like the Caliper Assessment, because it’s more cost effective to hire the right person – rather than seeing how someone performs on the job and then realising they have made the wrong decision.
The generated Caliper report can be used in other ways, too – to onboard the employee or to offer ongoing development opportunities to support and up-skill them.
Is the Caliper Assessment timed?
The test is usually untimed, but people usually complete the assessment in 60 to 90 minutes and can take it at home.
The Caliper Profile is a multiple-choice test and consists of 112 questions presented in five sections (including an abstract reasoning component).
The Caliper Profile is based on nearly 60 years of research, and it measures 22 robust traits that have been found to be predictive of people’s success in a typical workplace.
Where can I find a practice guide for the Caliper Assessment?
When looking for a guide, focus mainly on the cognitive section of the Caliper Assessment because this will make the most impact.
Caliper Test practice will help you prepare for the test so that you have a better chance of getting the role you want. Free Caliper Assessment practice test questions can be found on the JobTestPrep website so you can prepare in a strong manner.
How many questions are on the Caliper Assessment?
The Caliper Profile is a multiple-choice test and consists of 112 questions presented in five sections (including an abstract reasoning component).
The test is usually untimed and has low ‘fake-ability’ so no proctor is required. People usually complete the assessment in 60 to 90 minutes and can even take it on mobile devices.
Final Thoughts
In summary, the Caliper profile test measures 22 attributes to provide insights for an individual’s potential to do well in specified workplace behaviours. It highlights key strengths and weaknesses, including your primary motivators and stressors. These form the Caliper Profile, where the candidate is compared against a population’s norm or preferred data points.
The Caliper Assessment is a popular option for many companies when testing potential candidates to work out their cognitive and behavioural traits. Proper Caliper Test practice can help you prepare for the test and ensure you have a solid chance to move onto the next stage of the recruitment process.
Free Caliper Assessment practice test questions are available on the JobTestPrep website so you can make the most of your preparation process.
