Free Caliper Assessment Practice Test: Questions & Answers

David, Caliper Test Expert at JobTestPrep.

Have a question? Contact me at: ask_the_team@jobtestprep.com

What is the Caliper Assessment Test?

The Caliper Assessment, administered by Talogy, comprises 98 multiple-choice questions categorized into two types: cognitive and primarily behavioral. hough the Caliper test does not have a time limit, it usually takes about one hour to complete.

You can expect 4 test sections, with mainly personality questions: 

Free Caliper Test Questions- Personality Tests

The Caliper Assessment includes three sections of personality tests and its main goal is to measure how well candidates' personal and behavioral tendencies align with the requirements of the job, predicting future performance. Since its main focus is providing employers with a personality profile, the Caliper test is often called the Caliper profile, or the Caliper Personality Test.

Below are examples of the two types of Caliper personality questions, each followed by detailed answers, explaining the Personality Traits being assessed, and how you can choose answers that increase your compatibility level the most.  

"Most and Least" Caliper Test Questions

Our free Caliper test practice starts with a key part of the Caliper profile test- sample questions in the 'most and least' format. These personality questions are distinct because each question assesses four unique personality traits. Your task is to evaluate the importance of each trait for your specific position. Once you understand this, you'll be able to make an informed decision and choose the most suitable and least suitable characteristic for the position. 

 1. Choose which statement is most true or typical of you and which is least like you:

Answer & Explanation: 

Different positions require different skills; thus, you should highlight the relevant qualities that demonstrate your fit for the position. 

• For data, finance, and analysis positions:
  
  
  
  Most Like Me
  Share information in a straightforward fashion
  
  Quality- Assertiveness (High)
  Explanation- Direct communication conveys clear and assertive messages, reducing team stress and uncertainty. When balanced with active listening and avoiding aggression, assertiveness is a desirable quality.
  
  
  
  
  
  Least Like Me
  Prone to Overreactions
  
  Quality- Sociability (Low)
  Continual challenges breed frustration, and relentless stress fuels conflict, overreactions, and discontent, spreading throughout teams and businesses. Low-stress tolerance is universally detrimental.
  
  

   

• However, a manager should exhibit different qualities. Thus, we recommend a different choice for “most like me”:
  
  
  
  Most Like Me
  Structure your duties
  
  Quality- Self-Structure (High)
  The ability to self-structure is essential for managers to successfully manage complex projects. Structure helps to maintain focus, organize, and prioritize tasks. High assertiveness (like statement A) has its merits. However, self-structure is critical for effective management.
  
  

Note that had we changed even one sentence in the question above, your answer could have been entirely different. The recommended answer for any personality question does not only depend on your desired position but also heavily depends on the other answer options! 

This highlights the importance of practicing quality personality tests with a variety of questions to become acquainted with the underlying traits of different statements and to learn how to prioritize traits according to your particular position and improve your Caliper profile. 

2. Choose which statement is most true or typical of you and which is least like you:

Answer & Explanation: 

• For Manager positions:
  
  Most Like Me
  Portray a balanced and calm demeanor.
  
  Quality- Level-Headedness (High)
  Maintaining a level-headed and composed demeanor is crucial for managers as it positively impacts workplace culture, enabling effective decision-making, conflict resolution, emotional intelligence, stress management, and positive role modeling for a successful and harmonious work environment.
  
  
  
  
  
  Least Like Me
  Resist issuing instructions.
  
  Quality- Self-Structure (Low)
  Effective managers guide and direct teams toward productivity by providing clear instructions and guidance. Resisting issuing instructions goes against the fundamental responsibilities of managers, hindering their ability to lead effectively.
  
  

   

• For Sales positions, we recommend a different choice for “least like me”:
  
  
  
  Least Like Me
  Structure your duties
  
  Quality- Thoroughness (Low)
  Working with details is fundamental to sales positions. Sales professionals need to be detail-oriented and adept at handling specific customer requirements, product features, and sales processes. Disliking dealing with specifics may hinder your ability to effectively understand and address customer needs, resulting in potential missed sales opportunities and unsatisfactory customer experiences.
  
  

   

3. Choose which statement is most true or typical of you and which is least like you:

Answer & Explanation: 

• For General positions:
  
  Most Like Me
  Bring dynamism to your professional duties
  
  Quality- Energy (High)

  The more you energize your co-workers in a project, the more competently everyone performs and interconnects their skills and resources. By being dynamic, you demonstrate a willingness to take initiative, adapt to changing circumstances, and continuously seek improvement. This attitude positions you as a valuable asset to your organization.

  Your answers should be considered in light of the overall Caliper profile you create in the test. A propensity to be prepared to help others outlined in the statement “Remain willing to assist people” is also a highly valued trait that should be expressed in other questions.
  
  

   

  
  Least Like Me
  Utilize tried-and-true approaches to address difficulties 
  
  Quality- idea orientation (Low)
  

  Choosing methodology and procedures involves embracing digital businesses' constantly evolving nature. In a rapidly evolving professional landscape, being open to new approaches and adaptable to change is crucial for overcoming challenges and finding creative solutions. Using established methods won't bring sufficient innovation to the table.

  • Since the majority of modern businesses foster innovation and are open to new ideas, this option is the "least like me" choice for all positions. 
    
    

   

Once you have answered the initial two personality tests, you will be presented with the cognitive test section, followed by another personality test. Here we will proceed directly to the other type of Caliper personality test questions that appear later on the actual Caliper test. 

Caliper Personality Test Rating Questions 

In this section, you will be asked to rate your level of agreement with a single statement using a scale of 1 (strongly agree) to 7 (strongly disagree) for each question. Such questions are also known as Likert scale questions. 

4. During discussions, I usually offer my whole attention to the subject under discussion.

5. It is tough for me to change my working style

6. I am the kind of person who sees the big picture, focusing less on the small details.

Next, we will cover the third section of the Caliper Assessment, which includes abstract reasoning questions (section C). This section is the shortest in terms of the number of questions. Unlike Caliper personality questions, it contains questions with absolute right or wrong answers, that can be calculated/inferred by applying reasoning and spatial abilities.

Caliper Test Questions- Abstract Reasoning

This section of the Caliper test aims to assess your abstract reasoning and analytical skills, indicating your ability to identify patterns and relationships, draw logical conclusions, and solve problems without relying on prior knowledge.

1. Choose the answer that best completes the visual analogy

a.

b.

c.

d.

Answer & Explanation

The correct answer is D.

When examining the relationship between Figure X and Figure Y, we will notice two things:

1. The big circle in Figure X becomes a big rectangle in Figure Y
2. The two upper small circles in Figure X become small rectangles in Figure Y.

Notice that it is not by chance that the small upper circles became small rectangles. In each of the small upper circles, there is a black dot within the overlap between the small and big circles. In the lower small circle in figure X, the black dot does not lie within the overlap between the small and the big circle.

The correct answer must have the same relationship with Figure Z.

In Figure Z, the black dots of the two small left-hand circles appear inside their overlaps with the big circle. Therefore, the correct answer should have two small rectangles on the left side of the big rectangle.

• Answers a and c can be eliminated as they do not have 2 small rectangles.
• Answer b can be eliminated as the small rectangles are not on the left side of the big rectangle.

We are left with answer d, which is the correct answer for this visual analogy, as it portrays two small rectangles on the left side of a big rectangle.

2. Which tile is missing?

a.

b.

c.

d.

Answer & Explanation 

The correct answer is a.

In every row, the shapes in the left and center frames are combined to make the shape in the right frame.

In the bottom row, there is a yellow circle, an upright blue triangle, an upside-down white triangle, and a blue star. They combine to make the shape in answer choice a; therefore, it is the correct answer. Answer choice c is incorrect as it has the colors of the triangles and star swapped, and answer choices b and d are missing elements.

 3. Select the option for "?" that continues the sequence

17 | 4 | 34 | 8 | 68 | 12 | ? | ?

Answer & Explanation

The correct answer is d.

There are two alternating sequences in this series, each following a different rule:

1. The odd terms (indicated in red): the numbers double each time.
2. The even terms: the numbers increase by 4. 

As you can see, the cognitive Caliper test questions require mostly reasoning and logical abilities. The test includes both abstract questions – which aim to assess your ability to find patterns and analogies in figures and shapes, and number series, which require you to find mathematical patterns by applying both logic and calculating.

What Does the Caliper Test Measure? 

The Caliper Assessment test measures 21 personality traits reflecting your natural tendencies and characteristics:

You can read more about the definitions of each trait in the official Caliper Personality test PDF

When bundled together, these traits are used to describe candidates' predicted job performance in seven main areas, detailed on your Caliper profile: 

• Leading Competencies– Leadership maturity, communication, change management, innovation, quality management, team building, coaching, delegation, fact-based decision-making, strategic talent management, and directing.
• Active Communication– influence and persuasion, conflict management, negotiation, active listening, communicating, instructing.
• Interpersonal Dynamics– interpersonal sensitivity, helpfulness, service focus, relationship building, collaboration and teamwork, organizational savvy, global mindset.
• Decision Making– deliberative decision-making, decisiveness, strategic thinking, organizational citizenship, information seeking.
• Problem-Solving– creativity and innovation, analytic thinking, learning agility, scientific acumen
• Process Management– quality focus, compliance, response orientation, safety and focus, process management, time management, planning, priority setting, organizing and documenting information, and applying standard practices.
• Self-Management– composure and resiliency, generating and expressing enthusiasm, strength and conviction, achievement motivation and perseverance, self-awareness, adaptability, initiating action, accountability, and professionalism, continuous learning, extended task focus, comfort with ambiguity.

Caliper Assessment Test Results

Your Caliper assessment result also referred to as your Caliper profile, is presented only to the hiring manager and is determined by a job model that the employers defined based on key competencies required for the position. Every position has 5-9 key different competencies and traits needed to succeed in a particular job.

The employers received both a detailed Caliper profile, listing your strengths and shortcomings, and a fit score. The Caliper assessment score range between 1-99; each point indicates your ability level compared to the Caliper job model, 99 being the most fit for the position. 

• A score of 80 and above indicates that you are the perfect match for the position with great potential to succeed.

• A score between 60-79 indicates that you are a good match for the position, though it may predict possible challenges along the way.

• A score of 59 and below indicates that you are not a good match for the job and may encounter various difficulties in achieving your goals.

To receive a good Caliper assessment test result, you must demonstrate the essential key characteristics required for the position you are applying for. This means both the traits assessed via personality questions, and the number of cognitive questions you solve correctly, should match the ideal job profile as closely as possible, resulting in a highly fitting Caliper profile.

Caliper Assessment Test Tips to Boost your Profile

1. Understand Which Questions to Expect 
   The Caliper Assessment is often overlooked, as it may feel like this test is just a formality that won’t hurt your chances of getting the job. However, even when administered in late stages of the hiring process, many large organizations greatly rely on its results to determine whether you’re a good fit for the job. To be prepared, you need to be familiar with any question on the Caliper test- personality and abstract reasoning. Even just a few days practice reduces stress-induced mistakes and improves your fit score. 
2. Consider the Required Competencies for your Position
   Since the Caliper assessment aims to evaluate your compatibility with a specific position, we recommend understanding the most important qualities necessary to succeed in that role and in the expected work environment.
3. Answer Questions as If You’re Already Working in Your Desired Job
   After learning the most crucial personality traits expected for your role, imagine yourself already working in the role, doing a great job, and answer accordingly. To do that, try memorizing the 4-6 most important competencies for this job. 

Access our Caliper Test Preparation Page to learn more about our Caliper assessment practice pack and how it will help improve your Caliper profile and ensure your score reflects your strengths for the role. 

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