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Ambition to Learn

Ambition to Learn

Provides insights into candidates' curiosity and interests in both social and intellectual aspects of work.

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Type
Personality & Culture
Time
3 min
Level
Basic
Languages
English

Introducing the Ambition to Learn test: Unlocking employee potential

Understanding and harnessing the motivations of your employees is crucial for driving productivity, engagement, and overall success. That's where our Ambition to Learn test comes in. This test is designed with the needs of employers in mind and offers a unique opportunity to gain deep insights into the curiosity and interests of your workforce -- both socially and intellectually. By assessing these key dimensions, you'll be empowered to tailor your strategies for talent development, team collaboration, and organizational growth.

Unique features of the Ambition to Learn pre-screening assessment

Our Ambition to Learn test provides a comprehensive analysis and offers three different scores:

  • Sociality: This score illuminates the extent to which an individual is motivated by social interactions, team dynamics, and interpersonal relationships within the workplace. Understanding the social inclinations of your employees can guide you in creating a collaborative and supportive work environment.
  • Intellect: This score score reflects the intellectual curiosity and drive of your employees. It evaluates their interest in learning, problem-solving, and engaging with complex ideas. Insights into the intellectual motivations of your workforce can help create opportunities for continuous learning and innovation.
  • Interest in Objects/People: This score provides an understanding of whether an individual is more inclined towards working with objects, systems, or ideas, or if they are more people-oriented. Recognizing these preferences can inform decisions related to task assignments, team compositions, and leadership roles within the organization.

Topics covered in the Ambition to Learn test

  • Interest in Understanding Others: Understanding employees' curiosity about others can help employers foster better teamwork, communication, and empathy in the workplace, leading to stronger relationships and improved collaboration.
  • Analytical Thinking: Analytical thinking skills are essential for problem-solving and innovation in the workplace. Employees who excel in this area can contribute valuable insights and solutions to complex challenges, driving organizational growth and success.
  • General Learning Preferences: Knowing employees' general learning preferences enables employers to tailor training programs and professional development opportunities to maximize engagement and effectiveness, ultimately enhancing employee satisfaction.
  • Critical Thinking: Critical thinking skills are crucial for evaluating information, making decisions, and adapting to change in today's fast-paced business environment.
  • Interest in Objects and People: Recognizing employees' diverse interests in objects and people allows employers to create a more inclusive and engaging work environment.

Best use of the Ambition to Learn test

The Work Motivation test is particularly beneficial for the following roles:

  • Sales Representatives: Sales roles often require high levels of motivation, resilience, and interpersonal skills. Using the Ambition to Learn assessment can help assess candidates' curiosity about others, analytical thinking abilities, and interest in engaging with different people, which is crucial for building rapport with customers and driving sales success.
  • Customer Service Representatives: Customer service roles demand strong communication skills, empathy, and a genuine interest in helping others. The Ambition to Learn test assessment can provide insights into candidates' motivation to understand and connect with customers.
  • Project Managers: Project managers need to motivate and coordinate team members to achieve project goals efficiently. Assessing candidates' motivation and interest in understanding other people's perspectives through the Ambition to Learn assessment can help identify individuals who are well-suited for motivating and leading teams to success.
  • Research and Development Engineers: Roles in research and development require a high level of curiosity, analytical thinking, and problem-solving skills. By assessing candidates' motivation to learn new things and interest in complex problems, the Ambition to Learn test can help identify individuals who are well-suited for driving innovation within the organization.
  • Creative and Design Roles: Positions that involve creativity and design often require individuals who are intrinsically motivated to explore new ideas and perspectives. The Ambition to Learn assessment helps to identify candidates who are passionate about creative expression and innovation.

Test FAQ

What is HiPeople?

HiPeople is your ultimate solution for streamlining the hiring process and securing top talent for your organization. Through our AI-powered assessments and reference checks, we ensure fast, unbiased, and efficient hiring decisions. Whether you need an all-in-one platform or specific services tailored to your needs, HiPeople offers a comprehensive solution to hire talents that truly fit the job.

How to get started with this test?

Getting started with HiPeople is as easy as 1-2-3! Simply book a demo or sign up for our free Assessment starter-kit, where you can test unlimited candidates and experience the power of our platform firsthand. With access to over 400 tests and the ability to create custom questions, you'll be equipped to identify top talents swiftly and efficiently. Plus, with our user-friendly interface and seamless integration with your existing workflows, you'll be up and running in no time!

Can I customize the test with my own questions?

Yes! HiPeople’s assessments are fully customizable. You can pick and choose from 400+ tests in the assessment library to create your assessment. Can’t find what you are looking for? You can add your custom questions as text, multiple choice, or video question. Need inspiration to get started? Use one of the 1,000+ job-specific assessment templates.

When should I use this assessment?

You can use HiPeople assessments at various stages of the hiring process. However, they're ideal for initial screening to quickly identify top candidates, saving time and resources.

Organizations incorporating our assessments early on in their hiring process report significant benefits: 91% less screening time, 62% faster time-to-hire, $801 cost savings per hire, and 21x fewer mis-hires. This efficiency ensures you're making informed decisions from the outset, leading to better hires and streamlined recruitment processes.

Is this test valid and reliable?

Aboslutely! HiPeople's assessments are grounded in reliable data, psychological research, and a robust scientific process. Our expert science team ensures that every aspect of our assessments is evidence-based and scientifically rigorous. By leveraging People Science, we optimize recruitment processes, providing businesses with actionable insights about candidates. With modules designed to offer a comprehensive view, you can trust that our assessments provide accurate and meaningful data to inform your hiring decisions.

Can HiPeople integrate with our ATS?

Absolutely! HiPeople integrates with 20+ ATS and Slack. If you cannot find your ATS in the list, reach out to us and we’ll work on getting your ATS on the list.

What modern teams using HiPeople are saying.

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Tiera Dobbins, Talent Acquisition Services and Operations Manager at NFL National Football League
Tiera Dobbins
Talent Acquisition Services & Operations Manager

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Sarah Garner, Director of Recruitment and Outreach at Vivvi
Sarah Garner
Director of Recruitment and Outreach

“We use HiPeople Assessments for volume hiring. With the introduction of HiPeople our work has reduced by about 50%”

Prem Kumar, Talent Acquisition Manager - Recruitment and Employer Branding at DAZN
Prem Kumar
Talent Acquisition Manager - Recruitment & Employer Branding

“Being able to use HiPeople’s AI-enable features allows for a better screening process to make sure that we are getting the right candidates.”

Alex Anderson, Learning & Development Specialist at Colas Canada
Alex Anderson
Learning & Development Specialist

“With HiPeople we are saving between 250-500 hours of screening time every year. We completely switched to a skill-based candidate assessment in pre-screening.”

Maximilian Rauschen, Head of Talent Acquisition at Tourlane
Maximilian Rauschen
Head of Talent Acquisition

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Matthias Schmeisser, Global Senior Director, Talent Acquisition and Employer Branding at Emnify
Matthias Schmeisser
Global Senior Director, Talent Acquisition & Employer Branding

“HiPeople has been really helpful for us in automating the reference check process, verifying who the references are, and doing it in a much more fast and efficient way.”

Charlie Boyle, Senior Lead, Talent Acquisition Policy, Operations & Technology at Celonis
Charlie Boyle
Senior Lead, Talent Acquisition Policy, Operations & Technology

“Our former reference process was really archaic, very sticky. HiPeople has really given us the ability to customize when and how we do reference checks. That is really amazing!”

Janna Karwaski, Senior Director of Workforce Optimization at IntelyCare
Janna Karwaski
Senior Director of Workforce Optimization

Tiera Dobbins

Talent Acquisition Services & Operations Manager

Sarah Garner

Director of Recruitment and Outreach

Prem Kumar

Talent Acquisition Manager - Recruitment & Employer Branding

Alex Anderson

Learning & Development Specialist

Maximilian Rauschen

Head of Talent Acquisition

Matthias Schmeisser

Global Senior Director, Talent Acquisition & Employer Branding

Charlie Boyle

Senior Lead, Talent Acquisition Policy, Operations & Technology

Janna Karwaski

Senior Director of Workforce Optimization