Practice Free Korn Ferry Test Questions (KAFLP, KF4D, Talent Q)

 

Enhance Your Skills with a Free Korn Ferry Practice Test - Master the 2024 Korn Ferry Sample Questions

We'll start by exploring the Korn Ferry Leadership Assessment (KFALP/KF4D). This personality assessment aims to collect insights about your present or latest job, work history, and career progression. The evaluation is structured into three distinct segments, and our initial focus will be on the Job Profile Section. This part is comprised of three activities: selecting, sorting, and ranking cards that represent various personality traits. Let's get started:

Korn Ferry Leadership Assessment (KFALP/KF4D) - Job Profile

KFALP1

Question # 1

Step 1 - Selection:

Organize the provided cards into one of three categories, reflecting your experiences in your current or past job positions.

How to Solve This Part?

Navigating the Job Profile section can be challenging, especially as it's the initial encounter with the feature tabs that need sorting (in both the actual test and our PrepPack, you'll find 30 tabs instead of 8). It's crucial to approach this section with dedicated attention and focus. Here are some key strategies:

  • Carefully read each tab and assess its relevance.
  • When evaluating statements that seem alike, distinguish between personal, social, and professional competencies, and their relevance to your role.
  • Utilize the Korn Ferry guide to align your answers with principal values.
  • While there's no current requirement to maintain an equal distribution of tabs across categories, it's advisable to strive for a balanced number.
  • Remember, your task involves sorting into multiple categories, not just one. This is essential as you will need to evenly distribute tabs among these categories in a subsequent phase of the test.

Question #2

Step 2 - Sorting & Balancing: 

Balance the columns so that each has an equal number of cards.

How to Solve This Part?

The management qualities of an organization are contingent upon its specific context, industry, and work environment. Nevertheless, there are certain qualities universally recognized as indispensable for effective management, as outlined below:

1. Influence: The capacity to inspire and rally one's team towards the accomplishment of a shared objective stands as one of the foremost critical skills a manager can possess.

2. Proficient Communication: Proficiency in communication between managers and their teams is imperative for successfully conveying concepts, offering feedback, and providing direction.

3. Ensures Accountability: Managers are responsible for orchestrating numerous tasks, deadlines, and priorities.

Question #3

Step 3 - Ranking:

Inside each category, reorder the cards by their rank, from the most to the least.

How to Solve This Part?

Once you've evenly distributed the tabs among the categories, the next step is to assign rankings.

Within this phase, the ranking process is heavily influenced by your previous experiences, business acumen, and personal identity. As a result, there are no definitive guidelines for rating character traits within a given category.

A primary objective of this phase is to assess your capacity for making decisions, exercising judgment, and keenly observing your own character traits.

At this juncture, we suggest substituting 2-4 tabs within each category.

The Correct answer is:

KFALP2

 

Crucial Aspects:

1. Influencing Abilities: The capacity to influence others holds significant importance in leadership positions, as it can instigate organizational transformation and motivate team members.
2. Engagement: Actively engaging with team members and stakeholders is imperative for cultivating relationships, encouraging collaboration, and ensuring optimal productivity.

Essential Traits:

1. Adaptability: The ability to adapt is indispensable in the swiftly changing business landscape of today. It empowers leaders to effectively respond to challenges, embrace innovation, and promote organizational agility.
2. Embracing Diversity: Valuing diversity and championing inclusivity is essential for nurturing a positive work culture, harnessing diverse perspectives, and fostering innovation.

Less Critical Characteristics:

1. Risk-Taking: While a degree of risk-taking can be advantageous for growth and innovation, its necessity varies based on specific contexts and industries, making it less critical for all leadership roles.
2. Courage: Courage may be required in certain leadership scenarios but may not be universally indispensable across all roles and organizations.

 

Job Analysis Questions:

In this portion of the Korn Ferry Assessment, we assess your professional background and the personality attributes, values, and behaviors you have encountered throughout your previous and present positions. To respond to each query, you will be required to provide a rating on a scale of 1 to 9, indicating the degree to which your current occupation incorporates each of these qualities.

Question #4

Goal-achieving with limited resources

korn ferry leadership assessment q4

Answer

On this scale, the recommended range falls between 7 and 9.

Scale Descriptions:

1. Need for Achievement: This refers to the motivation derived from work or activities that allow individuals to assess their skills and abilities against an external standard. Those who score high on this scale tend to thrive on hard work, measure their success against specific goals, and actively strive to meet and exceed established standards. Conversely, individuals with low scores on this scale typically lack external motivation and often lack the energy or enthusiasm to surpass expectations.

2. Persistence: This characteristic relates to one's inclination to persistently and passionately pursue personally cherished long-term or lifetime goals, even when faced with obstacles, discouragement, or distractions. High scorers on this scale are recognized for their ability to overcome hurdles and their unwavering commitment to challenging tasks. In contrast, low scorers are more likely to retreat when confronted with obstacles or lower their expectations regarding goal attainment.

The first option describes an individual who may not be accustomed to achieving workplace goals and could benefit from increased motivation and drive.

The correct option underscores the significance of persistence and the need for achievement as central values in a person's pursuit of their goals.

Question #5

Working under challenging time constraints.

korn ferry leadership assessment q5

On this scale, the recommended range falls between 7 and 9.

Scale Descriptors:

Composure: This assesses how individuals tend to react in stressful situations. Those with high scores are generally calm, composed, and able to handle pressure well. On the other hand, individuals with low scores often exhibit signs of anxiety, unease, and negative reactions when faced with stress.

Focus: This measures one's inclination towards organization, following procedures, and precision. High scorers typically seek structure and are often perceived as systematic, detail-oriented, and in control. Conversely, individuals with low scores tend to avoid intricate details and may come across as spontaneous and disorganized.

The first option describes someone who is unaccustomed to working within time constraints and typically deals with tasks that do not require meeting specific deadlines.

The correct choice underscores the importance of managing stress-inducing situations and prioritizing attention to detail, reflecting their core values.

 

As evident, the Korn Ferry Leadership Assessment stands out in its uniqueness. Within the Job Profile section, not only will you need to identify preferred personality traits and categorize them for various positions, but it will also push your skills by repeatedly refining the sorting process with stricter criteria, adding a significant layer of complexity. In the actual examination, the questions become considerably more intricate, featuring 30 traits instead of just 6. This substantial increase in complexity elevates the level of challenge, demanding thorough preparation, a deep understanding of solving strategies, and continuous improvement. For a comprehensive study guide and a complete Korn Ferry Leadership Assessment simulation, along with feedback and solving strategies, you can explore our Korn Ferry All-Inclusive PrepPack.

Let's move on to the second segment of the Korn Ferry Assessment, which focuses on Individual Exercises. The aim of this section is to gain a deeper understanding of you both as an employee and as an individual. These exercises encompass discovering What Drives You (your personal and professional motivations), Where Do You Excel (your strengths and the exceptional qualities that define you), and Who Are You (your identity as an employee, team member, and individual). So, let's proceed.


Korn Ferry Leadership Assessment (KFALP/KF4D) – Individual Exercises

Question #6

What Drives you?

Each question will present six statements, and your task will be to prioritize them from most important to least important.

Individual motivation varies according to one's lifestyle and past experiences. When considering Korn Ferry's leadership and values, we encourage you to answer this section truthfully.

korn ferry leadership assessment q6

Answer

Since motivation is a highly individualized matter, the rating provided in the explanation serves merely as a suggestion, drawing from Korn Ferry's values and the predominant values linked to leadership.

Hence, even if your rating diverges from this recommendation, it's advisable to delve into the explanation for insight into the significant values that warrant consideration.

Our suggested rating:

1. Embracing challenging tasks: Strongest Preference
This statement reflects a strong inclination toward personal growth and advancement. It signifies a proclivity for tackling demanding tasks, embracing challenges, and continuously honing one's skills and abilities.

2. Avoiding competition: Weakest Preference
This statement implies a preference for working in an environment that places less emphasis on rivalry and competition. It may indicate a preference for a cooperative and harmonious work setting, where the focus is primarily on collaboration and teamwork.

Question #7

For each question, you'll encounter seven descriptions that you'll need to evaluate on a scale ranging from the one that best resembles me to the one that least resembles me.

KFALP6

Answer

Your proficiency and strengths are a highly personal and subjective matter, influenced by your past experiences and prior encounters. It's essential to bear in mind that the subsequent assessment is just a suggestion grounded in Korn Ferry's principles and those associated with leadership. To pinpoint the most crucial values, please review the explanation of the question, even if your ranking diverges.

Our suggested ranking:

Statement 1: Least Similar to Me

This statement implies that you might expect your colleagues to adhere to your preferred work methods or their favored approaches, rather than embracing diverse viewpoints or strategies.

Statement 2: Most Similar to Me

As indicated by this statement, you recognize the significance of considering a variety of perspectives when addressing challenges, which aligns with Korn Ferry's core values. It demonstrates a willingness to explore different viewpoints and evaluate situations from multiple angles in order to arrive at comprehensive solutions.

Question #8

Who Are You?

In the next eight questions, you will encounter four tabs, and your task is to arrange them in the specified order:

1. Most closely resembles me
2. Somewhat resembles me
3. Slightly resembles me
4. Doesn't resemble me at all

Please provide your responses candidly and openly, considering the traits that best represent you and how you are perceived by others and yourself. Consistency in your rankings for similar questions is vital.

korn ferry leadership assessment q8

Answer

Since "Who are you?" is an individual question, the rating provided in the explanation serves as a recommendation based on Korn Ferry's values and the core principles associated with effective leadership.

Therefore, even if your rating differs, it is important to carefully review the explanation of the question to identify the key values that should be taken into consideration.

Our recommended ratings are as follows:

1. **Considering my strengths and weaknesses from others is valuable to me:** This statement signifies a high alignment with leadership qualities. Effective leaders exhibit self-awareness and are receptive to feedback and insights from others. Ranking this statement highest reflects a willingness to assess one's strengths and weaknesses through the perspectives of others, in accordance with leadership values.

2. **Other people are not more important or better than me:** Collaborative leadership, teamwork, and recognizing the worth of others are fundamental leadership values. While self-confidence is important, this statement suggests a limited appreciation for the contributions of others, placing it in the second position.

3. **Working alone allows me to accomplish more than working with others:** Leadership often requires effective delegation, teamwork, and leveraging the strengths of a team. This statement implies a preference for solitary work, which may be less aligned with collaborative leadership values, warranting its placement in the third position.

4. **It is more comfortable for me to be alone than with other people:** While solitude can foster introspection, effective leaders thrive in social interactions and excel at building relationships. This statement hints at a preference for isolation, which is less congruent with leadership values that emphasize strong communication and interpersonal skills, making it the least aligned of the provided statements.

 


Practice Like The Real Assessment

The Korn Ferry Leadership Assessment stands out from other tests due to its unique format and content. Unlike typical personality assessments that rely on standard questionnaires, the KFLAP and KF4D require respondents to engage with various questions within an interactive environment, making them notably more challenging to navigate. It is essential to gain a strong grasp of the test format, how responses are evaluated, and which qualities to highlight when preparing for this examination.

Our Korn Ferry Leadership Prep Course, available starting at just $79, meticulously replicates the authentic test conditions and platform, setting the industry standard. By practicing under these simulated conditions, you can enhance your performance, alleviate test-related anxiety, and effectively showcase your genuine abilities to successfully pass the assessment. Take a sneak peek at our interactive course to see how it works:

korn ferry gif

 

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The final segment of the Korn Ferry Leadership Assessment includes the Ravens Questions, which focus on evaluating your Logical Inductive Reasoning abilities. While they may not directly pertain to the personality assessment, these questions are integral to both the KFALP and KF4D tests, and it's important to prepare for them just as thoroughly as you would for the personality questions. In these question types, you'll be shown a patterned background with a portion removed, and your objective is to identify the missing cutout from a set of six potential options. Let's proceed to the next section.


Korn Ferry Leadership Assessment (KFALP/KF4D) – Ravens

Question #9

ravenkfalp

kornferry assessment q9b

Answer

The correct answer is:

ravenkfalp3

The complete picture is composed of slender black horizontal stripes interspersed with wider white horizontal stripes. This situation presents us with a dilemma. Given that we can observe three horizontal black stripes on each side of the absent section, the accurate response should likewise feature just three horizontal black stripes.

 

Question #10

kfalpravne10

ravenkaflp50

Answer

The correct answer is:

kfalpraven100

Each image in the top two rows consists of a composition of a circle, a large X, and four corner dots, along with a square, an oval cross, and a triangle cross. Consequently, the third image in the bottom row should be the fusion of the absent shape from the initial set and the absent shape from the second set.

 

The Raven questions in the last segment of the Korn Ferry Leadership Assessment demand the application of inductive skills, the capacity to discern particular patterns, and the ability to identify missing elements within matrices and fragmented images. In this section, there are no quick fixes or shortcuts; the sole path to enhancement is through dedicated practice. This involves analyzing a diverse range of patterns and tackling questions of varying complexities. Comprehensive study materials and practice tests can be accessed in our All-Inclusive Korn Ferry PrepPack to aid in your preparation.

Well done! You've completed the Korn Ferry Leadership Assessment Free Test successfully. However, it's worth noting that personality and inductive preparation make up a significant portion of the Korn Ferry exam, possibly even half. Moving forward, we'll shift our focus to the Korn Ferry Talent-Q Elements and Aspects questions, which constitute the primary cognitive component of the exam. We'll start with the Numerical questions, delving into both Elements and Aspects questions, exploring their distinctions, and discussing the essential skills needed for success in this test.

Now, let's commence the Talent-Q Free Test.


Korn Ferry Talent-Q Elements and Aspects - Numerical

Elements Numerical:

Table: Reports Given to 18-Years Old Drivers

Type A - $300     Type B - $200     Type C - $100

taletq1

Question # 1

What was the mean fine amount for all traffic offenses in the month of April? (in $)

A. 200 F. 207 M.214
B. 201 G. 208 N. 215
C. 202 H. 209  O. 216 
D. 203  I. 210  P. 217 
E. 204   J. 211 Q. 218 
F. 205  K. 212  R. 219 
G. 206  I. 213   S.220

Answer

The correct answer is F. 207.

This inquiry necessitates the computation of a weighted average, which can be accomplished through a series of steps:

Click here for a full explanation

1. Sum up the percentage of offenses (for the month of April) for each type of offense:
Type A: 15% + 9% + 7% = 31%
Type B: 13% + 13% + 19% = 45%
Type C: 2% + 22% = 24%

2. Multiply each percentage by the amount of the fine:
Type A: 31% x 300 = $93
Type B: 45% x 200 = $90
Type C: 24% x 100 = $24

3. Sum up the amounts of each fine to arrive at the weighted average amount of fines:
$93 + $90 + $24 = $207

Alternatively, after the first step, you can multiply the percentages of each type by 25 million (the number of tickets in April) to get the number of tickets received in this month for this type of offense.

Type A: 0.31 x 25 = 7.75 million
Type B: 0.45 x 25 = 11.25 million
Type C: 0.24 X 25 = 6 million

Then, multiply the number of tickets, which was calculated before, by the fine for each type:

Type A: 7.75 x 300 = 2,325 million
Type B: 11.25 x 200 = 2,250 million
Type C: 6 x 100 = 600 million
To find the average fine, sum up the number of tickets (25) and divide by the total amount of tickets.

Note: For simplifying reasons, it is recommended to do the calculations in the smallest units possible, as shown in this explanation. In the last step, the millions cancel down.

Question # 2

What was the second-highest revenue-generating offense in the month of May?

 
A. Drunk-driving E. Driving in a dangerous manner
B. Speeding F. Using a mobile phone
C. Failure to stop at a sign G. Failing to comply with traffic light signals
D. Not wearing a seatbelt H. Stopping in a prohibited area

Answer

The accurate response is "excessive speeding."

In order to streamline the process, given that all types of fines constitute percentages of the same overall number of tickets (27.5 million), you can exclude this portion of the computation to identify which fines generated the highest revenue at a faster rate:

Click here for the full explanation

Type A:
Drunk-driving: 0.07 x 300 = $21
Speeding: 0.12 x 300 = $36
Driving in a dangerous manner: 0.1 x 300 = $30

Type B:
Failure to stop at a stop sign: 0.07 x 200 = $14
Not wearing a seatbelt: 0.2 x 200 = $40
Using a mobile phone: 0.16 x 200 = $32

Type C:
Failing to comply with traffic light signals: 0.08 x 100 = $8
Stopping in a prohibited area: 0.20 x 100 = $20

The offense that generated the second-highest revenue for the month of May was speeding.

 

Aspects Numerical

Question #3

talentq q3

What percentage of the price for a one-minute call in zone 3 is equivalent to the cost of sending one text message in zone 3?

  1. 35%
  2. 5%
  3. 3%
  4. 30%
  5. 80%
  6. 13%

Answer

The price of a call per minute in zone 3: $1.65
The price of a text message in zone 3: $0.50
The relative price of a text message out of the total price of a call per minute in zone 3 is: 0.50/1.65= 30%

Numerical questions in the Talent-Q test frequently feature graphs and tables, necessitating rapid analysis for successful completion of arithmetic operations required to answer them accurately. Due to time constraints, there's a strong temptation to jump straight into solving the question, but this approach can lead to misinterpreting the table and providing incorrect answers. Here are our top two tips for handling Numerical questions in the Talent-Q test:

1. Thoroughly examine the data: Carefully scrutinize the entire table, familiarize yourself with the headings that convey the meaning of each cell, and strive to comprehend the data before attempting to tackle the question.

2. Avoid relying on the answer choices: With a wide range of possible answers, ranging from a minimum of ten to as many as thirty or more, all closely clustered, attempting to reverse-engineer the question using the answer choices is not a viable strategy. Refrain from this approach to prevent wasting precious time.

In both the Elements and Aspect sections, each Numerical question must be solved within a strict time limit of 90 seconds. Given this limited time frame, thorough preparation is essential. This preparation includes reading study guides, practicing Numerical questions in the same format, and mastering the tips mentioned above, among others. You can access study guides and numerous Talent-Q-specific numerical practice questions in our comprehensive Korn Ferry PrepPack.

Moving on to the Verbal questions, they share a similar format to Numerical questions, involving the presentation of a concise text (akin to graphs and tables) and subsequent questions related to the information within the text. However, these Verbal questions demand distinct skills, such as vocabulary, grammar, and reasoning. Consequently, this section presents a new set of challenges. Let's delve further into the Verbal questions.


Korn Ferry Talent-Q Elements and Aspects - Verbal

Elements Verbal

Generation Without Frontiers

The current generation of young Europeans represents the first cohort to have grown up in a Europe characterized by open borders and enduring peace, which has ushered in a host of implications such as increased mobility, multilingualism, and newfound cultural and economic prospects. While their predecessors, including parents and grandparents, primarily identified themselves along national lines, many of today's young individuals have incorporated a distinctly European dimension into their self-identities.

The European Union's Youth in Action program seeks to cultivate a sense of active European citizenship, solidarity, and tolerance, addressing a prevailing issue of political disengagement among the youth in Europe. The program champions non-formal learning and encourages intercultural dialogue among young Europeans, with a particular emphasis on the inclusion of underprivileged youth. Its overarching objective is to connect young Europeans more closely with the decision-making processes of the EU by endorsing activities that foster a sense of active European citizenship among them. Additionally, a significant aim is to nurture mutual understanding by providing young people from diverse countries with the opportunity to meet and learn from one another through intercultural youth exchanges. Furthermore, the Youth in Action program actively promotes young people's mobility, both within and beyond the borders of the EU, enabling them to broaden their horizons and acquire invaluable life and work experiences. 

 (Adapted from Europa.eu)

 

Question #4 (Stopped here)

Which one of the following is an assumption made by the Youth in Action program?

  1. European youth are not mobile beyond the EU border.
  2. The perception of nationality has changed.
  3. European youth are privileged.
  4. The current generation acts much like their parents.
  5. European youth are narrow-minded.
  6. The older generation was politically disengaged.

Answer

The correct answer is B.

The inquiry pertains to an implicit presumption made within the Youth in Action program. To pinpoint the accurate assumption, we must scrutinize the entire passage's logic to identify any gaps or omissions:

Introduction: The current generation experiences a Europe distinct from that of their parents.
The objective of the Youth in Action program: To cultivate a fresh perception of European citizenship and engagement.

Click here for a full explanation

What is lacking in this context is a clear logical connection between the introduction and the elaboration of the goals of the Youth in Action program. The introduction discusses a shift in national identity from previous generations to the present one. The program is primarily aimed at fostering a more diverse and inclusive Europe while promoting active European citizenship. Considering all this information, it becomes evident that the underlying assumption of Youth in Action is the transformation in the perception of nationality (assertion B). This forms the rationale behind the program, which strives to cultivate a new, multicultural, trans-European identity. Let's rule out the remaining irrelevant options:

A: Despite the program's promotion of mobility within and beyond Europe's borders, it is not based on the assumption that European youth never leave their country's borders. This also helps dismiss option E.

E: Advocating mutual understanding and broadening horizons doesn't necessarily imply that Youth in Action assumes European youth are narrow-minded.

C: The passage does not imply that European youth are privileged, so there is no basis for assuming this.

D: The introduction compares the current generation to their parents' generation, highlighting generational differences. Therefore, this is an incorrect assumption.

F: The passage mentions that "there is still a certain measure of political disengagement among young Europeans." However, this does not necessarily imply that the older generation was politically disengaged. Therefore, this is not an assumption attributed to the Youth in Action program.

Question # 5

Which one of the following is NOT promoted by the Youth in Action program?

  1. Creating equal opportunities.
  2. Involvement in decision-making processes.
  3. Mutual understanding between people from different countries.
  4. Gaining new experiences.
  5. Developing a new European identity.
  6. Empathy towards the less privileged.

Answer

The correct answer is F.

The query pertains to the Youth in Action program, emphasizing its negatively framed nature. Thus, our task is to discern 5 objectives advocated by the Youth in Action program and identify one that is not. To streamline this process, we will pinpoint the relevant passages to eliminate any potential distractions:

Click here for a full explanation

a. Furthered - ’as well as the inclusion of all young people, particularly those from less-privileged backgrounds’.
b. Furthered - ’its main goal is to bring young Europeans closer to the EU decision-shaping process by backing activities that encourage a sense of active European citizenship’.
c. Furthered - ’another important goal is promoting mutual understanding…’
d. Furthered -’…thus giving them the opportunity to expand their horizons and gain valuable life and work experiences’.
e. Furthered - ’The EU’s Youth in Action program aims to inspire a sense of active European citizenship’ (together with the logic of the introduction)
f. Empathy towards the less privileged – not mentioned in the passage.
Empathy is the ability to experience another person's feelings, to put yourself in their place (unlike sympathy, which means caring for the troubles of others). Such an emotional experience is not something the passage mentions.
The only statement that is not an objective furthered by the Youth in Action movement is statement F.

 

Aspects Verbal

Question #6

talent1q

Based on the text, which of the following is definitely correct?

  1. Many people start running at an older age.
  2. Older runners generally receive more medals.
  3. More people prefer to compete than to run alone.
  4. Older runners are faster than younger runners.

Answer

The accurate response is option A.

In order to determine which of the statements is unequivocally accurate, we must reference the text and identify those explicitly mentioned:

The passage commences with the phrase: "Many individuals commence running in their 30s or later..." in alignment with this option, thus confirming its correctness.
While it is true that Jack Foster was awarded a medal for his running accomplishments, there is no definitive information available regarding whether older runners receive more medals than younger runners. Consequently, this statement cannot be considered definitively correct.

The second paragraph outlines two categories of runners: those who participate in races and those who prefer non-competitive running. Nevertheless, it does not provide a comparison of the number of runners in each category. Consequently, this option cannot be regarded as definitively correct.

Once again, akin to option B, there is a lack of information regarding the qualifications of younger versus older runners. Hence, this option also cannot be classified as definitively correct.

 

The Talent-Q test features verbal questions that consist of a brief passage, which tends to be longer for Elements, followed by a series of up to three questions pertaining to it, each with distinct responses. These questions assess various verbal abilities, including grammar, reasoning, and more, alongside reading comprehension skills. To effectively approach the verbal questions in the Talent-Q test, we recommend the following essential tips:

1. Thoroughly Analyze the Text: Typically, these types of questions require a comprehensive analysis of the provided text. Each question may address different aspects of the passage.

2. Emphasize Comprehension: This format primarily evaluates your reading comprehension abilities, potentially making it less challenging for some test-takers.

3. Utilize Elimination: In most instances, you can simplify the process by eliminating at least three out of the six answer choices.

 

Practice Under Time Pressure

Time constraint poses a significant hurdle in the Talent-Q test. Most of the questions can be tackled by individuals possessing basic knowledge of mathematics, grammar, and reasoning. However, achieving success in this test necessitates the ability to respond swiftly and effectively, as sets of questions are presented consecutively. To illustrate, the verbal section allows a mere 75 seconds for answering the initial question in each new passage, followed by 60 seconds for subsequent questions.

For a starting price of $79, you can access problem-solving strategies and comprehensive practice in the precise question format, ensuring improvement before the test and increasing your chances of outperforming your peers. This package grants you access to numerous practice tests with detailed solutions, enabling you to enhance your skills and become more time-efficient during the actual examination. 

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Next, we will delve into the Elements of Logical questions. These Logical questions within the Talent-Q assessment share strong similarities with the Raven questions found in the Korn Ferry Leadership Assessment, as both involve matrices and the goal is to discern patterns and solve them effectively. However, the Elements Logical questions stand out for their versatility in terms of locating the missing elements within the matrices. To illustrate this, let's examine an example.


 Korn Ferry Talent-Q Elements - Logical

Question #7

Can you identify the missing shape?

 

ttalentqwqq

talentqqqq

Answer

The correct choice is option F.

Explanation:
In this pattern, each top cell in a column is a mirror image of the bottom cell, and similarly, the left cell in each row is a mirror image of the right cell. Applying this logic, the correct choice must be option F.

Further Explanation:
If we examine the symbols in the left and right (outer) cells, we can see that they represent different parts of a cross symbol (┼). In each row, the symbol in the middle cell is a combination of the symbols from the outer cells, resulting in the middle symbol duplicating the overlapping portion of the outer symbols. For example, in the top row, it duplicates the upper part of the vertical line, and in the middle row, it duplicates the entire vertical line.

Therefore, the missing symbol should share a part with the right symbol in its row, specifically the lower vertical line. 

 

The Talent-Q test includes logical questions that involve matrices with changing figures' positions, making these questions more challenging. To tackle these questions effectively, here are some valuable tips:

1. Begin by swiftly examining the matrix, paying attention to both the rows and columns to identify any noticeable patterns.

2. Keep in mind that a single row or column may exhibit multiple types of movement or patterns.

3. Once you believe you've identified a pattern, ensure it applies consistently to all the figures, both within rows and columns. Then search for an answer that follows the next step in that pattern.

You are given a time limit of 75 seconds to answer an Elements Logical question. To enhance your skills in solving matrix questions, it's advisable to practice both Raven questions and Elements Logical questions. This practice will help you recognize patterns and solve matrices questions more efficiently. For comprehensive study resources and numerous Talent-Q-specific logical practice questions, you can refer to our Korn Ferry All Inclusive PrepPack.

Next, we'll delve into the intricacies of Checking questions. These questions can be challenging, demanding careful attention to detail and a keen focus on short time periods. Let's move forward with an example.


Korn Ferry Talent-Q Aspects Checking

Question #8

Compare 'column 1' with 'column 2' on each row:

  • If they are identical, mark the green box (under the √ symbol).
  • If they are different, mark the red box (under the X symbol).
talentqchecking

Answer

talentqchecking

Row 1: W8047-07217-20925                 W8047-02712-20925

Row 3: L9059-45309-13894                   L9059-45309-18394

Row 5: R3831-60969-42141                  R3831-60696-42141

 

 

Assessing questions will evaluate your capacity to maintain composure, concentrate, and observe intricate details that are frequently challenging to spot. You are allotted 60 seconds for each Aspect Checking question, and approaching them methodically is the most effective approach. To further enhance your skills in handling increasingly complex Aspect Checking questions, you can access additional practice resources in our Talent Q PrepPack..

In conclusion, we will delve into the Korn Ferry Situational Judgement questions, which assess both your values and personality through various question formats and skills not previously explored. Let's examine a few illustrative examples..


Korn Ferry Talent-Q – Situational Judgement

Question #9

Your team is currently struggling to meet deadlines, with everyone putting in extra effort, working diligently, and even sacrificing their coffee breaks to catch up. Following a team meeting addressing this issue, Donald, the most recent addition to the team, approaches you and expresses his apologies. He acknowledges that his lack of experience is causing him to miss deadlines, which he believes is hindering the team's progress and letting you down.
Which are the best and worst responses to begin with?

Offer Donald words of encouragement, reassuring him that he bears no blame for the situation and expressing your belief that he will soon catch up.

Best

Worst

Reduce the amount of work that Donald has to handle.

Best

Worst

Designate one team member to provide tutoring for him.

Best

Worst

Engage in a conversation with him and endeavor to identify the areas where he may be facing challenges.

Best

Worst

During the upcoming team meeting, broach the topic of incorporating new team members and solicit the team's input on strategies to address their initial slower productivity.

Best

Worst

Answer

Best response: D
Worst response: C

In this scenario, you have a team that is under stress and an employee who is feeling guilty and unhelpful. Your goal is to find a response that addresses these factors, namely one that will help the employee feel more competent without hindering the team’s efforts.

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Response A, while potentially boosting the employee's morale, may overlook the underlying issue if the employee genuinely struggles with specific tasks. This approach is appropriate but would have been more accurate had you opted for it and refrained from further action due to time constraints.

Response B, reducing Donald's workload, is counterproductive and contrary to your objectives. It results in losing Donald's assistance, no matter how minor, in meeting deadlines and may make him feel inadequate. This response lacks persistence and optimism.

Response C, assigning a team member to tutor Donald, is generally a good idea. However, in the current situation, it burdens another employee with an additional task. This decision demonstrates flawed judgment and could ultimately harm the team's current efforts, making it the least favorable choice.

Response D, identifying the employee's challenges, is the initial step in determining the way forward. It allows for various corrective actions, such as addressing misconceptions about work procedures, offering tutoring when the pressure subsides, or temporarily assigning different tasks. This approach showcases sound decision-making and fosters the employee's development, making it the preferred response.

Response E, discussing the matter in a team meeting, could be beneficial if executed properly. However, it falls short as the best choice because it lacks an immediate solution to the problem and focuses on a broader issue related to working with new employees, neglecting to understand Donald's specific circumstances.

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Question #10

You observe that Ron, one of your team members, has been exhibiting a decrease in productivity this week. His focus appears to be wavering, and he's not performing at his usual efficiency. When you have a conversation with him regarding his performance, he shares that he's going through a challenging week due to personal issues.

What are the best and worst responses in this situation?

Explore strategies to improve work hours and enhance Ron's concentration.

Best

Worst

Demonstrate understanding of Ron's emotions while gently reminding him of the importance of fulfilling his responsibilities.

Best

Worst

Please direct Ron to the HR department. They are the experts in handling such situations and can assist him in returning to his regular work productivity, while your responsibility remains focused on work performance.

Best

Worst

Take it easy this week. We all experience tough days. Stay patient, and chances are, it will soon be behind you.

Best

Worst

Answer

Best response: A
Worst response: C

This question pertains to addressing the personal needs of your employees. Just like anyone else, your staff members have personal lives that can occasionally impact their work. It's important to approach employees' personal issues with compassion and assistance, all while respecting their privacy and avoiding any intrusive inquiries.

Click here for a full explanation

Discussing ways to assist the employee (Response A) demonstrates a profound understanding of the employee's predicament and a genuine willingness to provide support. It showcases creative problem-solving skills and a readiness to adapt to the employee's unique needs. Additionally, it recognizes the reciprocal impact of work on personal lives and vice versa, emphasizing the responsibility towards subordinates. Hence, this response stands out as the most commendable choice.

Response B, while not as flexible as Response A, remains a suitable option. In certain roles and situations, flexibility might be limited, but for the purpose of this test, a general scenario is being considered. Response A encompasses crucial competencies that Response B lacks.

Response C appears detached and solely focused on supervising employee productivity, neglecting the broader responsibility towards the employee's well-being. It's worth noting that referring the employee to the HR department is not inherently negative, but the rationale presented in this response lacks empathy and respect for the employee and fails to consider the relational aspect. Consequently, this response is rated as the least favorable.

Response D, much like Response C, may be applicable in specific circumstances but generally falls short of being an ideal choice. Most significantly, within the context of the test, Response D essentially suggests taking no action. It doesn't demonstrate any competency. While Response C harms the employee relationship, Response D appears to have no discernible impact. As a result, Response C is identified as the least suitable option.

The SJT questions have a distinctive feature – they require responses aligned with both Korn Ferry's values and the specific role the candidate is pursuing. In the provided examples and during the test, candidates need to consider the competencies that define an exceptional employee and respond accordingly. At times, you may find yourself deliberating between responses that appear either 'positive' or 'negative.' Consequently, prior preparation, including mastering the competencies and their application in SJT questions, is essential. You can access SJT guides and questions designed for both recent graduates and managerial roles in our Talent Q/Korn Ferry All Inclusive PrepPack. 

Congratulations on successfully completing our Korn Ferry Free Test! Now that you've become acquainted with the Korn Ferry Leadership Assessments personality and Talent-Q cognitive tests and have been introduced to various problem-solving techniques, it's time to embark on your practice journey. Explore in-depth guides to gain a better understanding of the personality test traits and engage in practicing unique and valuable problem-solving techniques and tips for the cognitive sections. Challenge yourself with full simulations and aim for a high score in the actual exam to boost your proficiency like never before.

Achieving high scores can be quite challenging without comprehensive knowledge of all problem-solving techniques, tips, and systematic practice. Starting at just $79, you can purchase our comprehensive PrepPack, which guarantees a significant improvement in your performance before the test.

Our Korn Ferry All InclusivePrepPack includes comprehensive preparation material, including:

Talent Q Elements & Aspects:

  • 10 Numerical Practice Tests
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  • 10 Verbal Practice Tests
  • 40+ Extra Cognitive Aptitude Practice Tests & Study Guides

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  • 24+ KFALP & KF4D Tailored Practice Questions
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