How to Pass Your Leadership Assessment Test?
Leadership Assessment Expert

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What Is the Leadership Assessment Test?

Personality Leadership tests are used to measure candidates’ fundamental character traits, to determine whether they possess what it takes to fit the desired role’s requirements. These attributes include one’s motives, goals, feelings, attitudes, and behavioral tendencies. When taking this Leadership personality test, you will be evaluated on the leadership skills and behavioral patterns you possess, to determine your capability to be in a managerial position.

The full personality test includes approximately 219 multiple-choice questions, asking you to rate to which extent you agree or disagree with the given statements. The test is not timed and may take about one hour to complete. These assessments are known as a “self-report” which examines the multi-faceted aspects of one’s personality. You may also be required to take a single-trait practice too, to measure how strongly you possess a specific trait.


Leadership Assessment - Test Questions

After reading the statement, you will have to decide how accurately it describes you on the scale. The bar ranges from “Strongly Agree” to “Strongly Disagree”. In the real test, you just have to simply click the number which indicates where you fall on the spectrum.


"I express my opinions, even if others in the group disagree with me".


Leadership Assessment Free Test



"I try to let things work out on their own".


Leadership Assessment Free Test



"To be honest, people often take advantage of me".


Leadership Assessment Free Test


Top 10 Leadership Personality Test Tips

1. Learn more about the role’s requirements, tasks, and the cultural aspect of the company by finding reviews on employee discussion boards and reading sections on their website (such as “Our Mission” or “Our Values”) to get a sense of the psychological profile of their ideal candidate.

2. Read the test instructions and questions carefully. Be sure to mind the word “NOT” that could change your answer completely.

3. Remember there are no "right" or "wrong" answers, yet the company will be assessing whether your test reflects the traits they want in an ideal candidate. Even so, don’t distort your responses to portray desirable characteristics and attributes that you don’t possess.

4. Remain consistent while answering questions, since some questions may be repeated in various forms to identify your true traits.

5. Avoid receiving an invalid score by learning about the validity scales in the Personality test. This scale is used by employers to assess how reliable your responses are. This can be achieved by measuring how exaggerated, defensive, careless, or random your responses on the assessment are.

6. Ensure that you portray certain desirable traits by giving more decisive answers, instead of choosing the neutral answer option. Only answer neutrally when neither the positive nor negative responses suit you.

7. Try to stay calm and collected when answering the test questions, even when you’re feeling nervous. Test anxiety is the number one factor that impairs your performance, so this will help you think clearly and give the best responses possible.

8. Don’t strive for the ‘ideal’ personality profile by only responding the way you think the company would like. Instead, focus on determining what the job’s core traits are, and then emphasize the attributes you possess which you believe will match those traits.

9. Utilize our study guides and test reports to learn more about which work habits and traits are measured so that you can improve them when aiming to prove your leadership abilities.

10. Practice with our simulated Leadership Personality test to familiarize yourself with the type of questions you will face, improving your ability to determine what traits are assessed and how your score will be considered when taking the actual test.

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What Is the Leadership SJT?

The Situational Judgement Test (SJT) is used during the recruitment process for managerial and supervisory positions, to assess candidates’ behavioral tendencies and ability to handle challenging work-related scenarios. The SJT may be administered as a written or online exam and is usually not timed. On this test you will face anywhere between 12-25 questions, each of which depict realistic scenarios, involving conflicts and situations which occur on a day-to-day basis in the workplace.

There are four different formats of questions that you may face. These types of questions include; choosing the best/worst/first response to the situation, marking the best and worst responses, ranking responses in order of worst to best, and rating responses on a scale of desirability. The four core competencies being evaluated on this test are managing/leading others, managing/leading performance, interpersonal skills, and managerial personality profile.


Two Leadership Situational Judgement Tests are:

✻ The Management SJT - In this version of the SJT, candidates’ managerial capabilities are assessed through their test report, which reflects their competency to be a manager. These competencies include; encouraging development, responsibility for subordinates, influence, and decision-making skills.
✻  The Supervision SJT - In this version of the SJT, test-takers' supervisory abilities are measured according to their assessment report, displaying their supervisory capabilities. These competencies include; team building, establishing relationships, problem solving, and supervising performance.

10 Top Leadership Assessment SJT Tips

1. Before taking the test, read about the requirements and nature of the job/organization you are applying to work in. This can help you discover more about the competencies that are desired and valued by your potential employers. Companies may publish an agenda, or highlight in their publications their views of management, service, and sales.

2. If you have trouble with the phrase, “How would you act?” Mentally change this to,“How should you act?” This simple change in the way you approach each question can help you understand which replies are more positive and desirable to employers. Yet remember to give honest responses about how you should act, so your results are authentic.

3. Read through the instructions, questions, and scenarios carefully. This can help you avoid answering impulsively so that you can better understand the dilemma you are facing while weighing out each of the potential responses to decide which answer is the most fitting.

4. Since there will be questions addressing both your personal traits and your professional characteristics, make sure to differentiate between them before deciding how to answer. If you aren’t sure which category they fall under, try to sum-up the question in a single line (e.g., “this question is about working with difficult coworkers” or “this question is about my hobbies”).

5. Identify the most important point within a question, so as not to be confused by irrelevant details that can steer you away from giving the best answer. Taking note of the underlying point of the question can help you understand the subject, context, and competencies being assessed so you can avoid answering dogmatically. This allows you to express more than one important quality throughout the test.

6.Consider responses that balance the needs of everyone in the scenario (including your own) and assume that any response suggested is plausible. Additionally, choose more active responses, to demonstrate your positive qualities more strongly.

7. When faced with answer choices which include an action and a rationalization for it, rate the actions and rationalizations separately. Rationalizations have a strong influence on your decision, for good or for bad, and can be there to confuse you. They can make a bad response sound good by attaching it to a good intention or to make a good response sound bad by showing the flawed reasoning behind it.

8. Ranking questions provide scenarios with 2-6 response options, which you should approach by understanding what competencies are represented in each response. Afterwards, assess how each one relates to the factors in the scenario, according to their effectiveness (without eliminating responses based on how likely they are to occur). Then, determine which are the extreme best and worst choices and consider the factors and competencies in the remaining responses.

9. Rating questions offer one scenario and several responses which have to rate according to how positive you think the response in the answer is. Ask yourself how you would rate each answer on their own and how effective they are. Try to understand which competencies are displayed in each response and relate them to factors in the scenario. Then, look for the best and worst extremes in the choices, while comparing them against the other responses.

10. Although different jobs require different characteristics, the Leadership SJT questions consist of basic managerial dilemmas faced in many different job roles. This assessment reflects on how you handle challenges and evaluates competencies which are valuable for most managerial roles. For this reason, practicing with our Leadership SJT PrepPack™ before this test can help emphasize your desirable managerial capabilities.

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Research Beforehand

Research goes a long way in proving yourself to the company. This can be anything from searching on public forms posted by current and former employees to calling up HR yourself and inquiring about the test. Other ideas are to read the job description more thoroughly or look on their main website to cipher the company’s culture. No matter what you decide to do, anything helps you land the job.

Insider Scoop: What the Leadership Test Tells Employers

Each of your answers will be separated into various categories to later be presented to your employer. This information will inform the employer of how adept you are in delegation for example, or facilitating teamwork etc. At this point, your employer will be able to better judge your personality, deciding if you are a good fit for their company.

Understanding Your Score Report

Managerial tests are typically rated on scales, possibly with colors indicating a certain score range (green=ideal, yellow= neutral, red= non-ideal). Your score range would also be presented as a verbal description of your result. 

Take a peek at an ideal sample of a score report:

  • Faith in People  - The candidate has faith in their workers; however, he/she also has a certain level of suspicion.
  • Decisiveness - The candidate is able to make effective decisions on varying issues related to work and employees.
  • Adaptability- The candidate is open to changes and new experiences at work.

For the bottom two rows on decisiveness and adaptability, you want to have the green blocks on the right side of the scale. This means that for decisiveness, have little hesitation when making decisions or, for adaptability, you are able to quickly adjust to a new situation. Faith in people is more complex.
Here you must have faith in your workers yet also be suspicious at times. This is why the green blocks fall in the middle. It shows that you are able to have both faith in people and have a grain of suspicion.

How We Can Help You Prepare?

Inside our full PrepPack™ we have compiled specific managerial SJTs, personality profiling tests – each focusing on a single attribute such as your level of anxiety, assertiveness, competitiveness, organization, resilience, unconventionality, and more. We have also snuck in true and false questions, English comprehension, and mathematical tests. 


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