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CALIPER ASSESSMENT HOW TO

CALIPER ASSESSMENT HOW TO

For the personality sections, you’ll first need to figure out which traits are prioritized for your role, then practice how to answer the questions to signal your strength in those areas. Since Caliper tests have both personality and cognitive sections, studying for it can be a bit tricky. They use these results as an additional mechanism that can help them identify which candidates are more or less likely to be a good fit for the role they’re trying to fill from an objective standpoint. How Do Employers Use the Results of the Caliper Assessment (Caliper Profile)?Įmployers usually only use a Caliper test when looking for someone to fill higher ranking positions, or in high stakes hiring processes. This is another way that test prep services can help you navigate the Caliper assessment. It’s worth noting that trait and ability prioritization varies by job role, so knowing which to focus on is a major factor in terms of maximizing scoring potential.

Scoring 1-39 signals to potential employers that the candidate is unlikely to succeed in the role.

Scoring 40-59 shows employers that the candidate will have difficulty carrying out the tasks required for the job.

Scoring 60-79 means that success in the position is highly likely but the candidate might need support with key aspects.

Scoring 80-99 indicates that the candidate is a strong match for the role.

The higher the score, the better suited you are for a position. Job models are made up of 5-9 key competencies required for a high success rate in a role these are formed from an average of “ideal” profiles of high-performing employees in the same job. Scores range from 1-99 and indicate your levels compared to Caliper job models. What Is a Good Caliper Profile Score?Ĭaliper profiles are used to gauge a candidate’s likelihood to succeed in a role. It essentially assesses how effectively and efficiently the subject can look at different types of problems and find the correct solution using numbers and figures.Ĭaliper test results are graded by professionals with specialized training for Caliper personality assessment and cognitive ability tests, which is why employers are confident in their profiles. The cognitive ability section measures the subject’s ability to draw general rules for particular cases.

Time Management & Personal Organization qualities are measured by gauging risk-taking tendencies, thoroughness, and self-motivation.

Decision Making & Problem-Solving takes into consideration creativity, thoroughness and forethought, the ability to “think outside the box” or apply abstract reasoning, one’s willingness to take risks, and confidence.

Interpersonal Communication is gauged by assessing flexibility in decision making, openness to others and their ideas versus skepticism, as well as willingness to work in a team.

Leadership is assessed by gauging traits such as ego, assertiveness, empathy, resilience, cautiousness, and ambition.

The personality test section includes behavior-related questions that assess over 20 different personality traits across four main categories: Below, we’ll briefly discuss the principal contents of each. The Caliper test has two sections: a personality and cognitive section. Caliper assessment data is primarily collected for candidates aiming for executive-level positions rather than entry level positions, so even social phobias like anthropophobia are unlikely to negatively affect candidate performance. The Caliper Profile provides employers with a clear picture of both your personality traits and competencies.Ī Caliper assessment measures professionally relevant core skills categories (such as attention to detail, assertiveness, and risk-taking) in terms of personality traits like thoroughness, confidence, honesty, and responsibility. Pre-employment testing has been around for decades, but the Caliper Profile test is one of the oldest personality tests available.