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In the Agility Test, candidates are asked to rate how important agility is to them. For candidates who value agility, it is important that people move quickly and easily. This test helps you to evaluate whether hiring the candidate will increase the focus on agility in a team.

About the HiPeople Agility Test

The Agility Test at a Glance

When to use: This test can be used at any stage of the hiring process but may be most relevant in an early stage when getting to know the candidate.

Example question : Candidates rate how important a value is to them on a scale from one to seven. This is an example of a question: "How important is Agility to you? For those who value agility, it is important that people move quickly and easily".

Response time: 2 minutes.

Result: An easy-to-interpret visualization that shows you how important agility is to the candidate.

The Science Behind the Agility Test

Organizations are shaped by the values and beliefs of their employees. Use the Agility Test to determine whether candidates can strengthen the agility aspect of your company's culture.

The Agility Test is part of the HiPeople Culture Add Inventory. The Culture Add Inventory is a collection of work values that measure an individual's contribution to culture. It is inspired by groundbreaking research such as Schwartz's Theory of Basic Human Values and the Organizational Culture Profiler, which was developed at Stanford University.

The HiPeople Culture Add Inventory is highly customizable, making it perfect for organizations that want to hire individuals who will positively add to their culture. To make the most of your Culture Add Assessment, we recommend using several values from the HiPeople Culture Add Inventory.

If you are interested in the science behind Culture Add, start with this scientific publication.

Qualities of a Candidate With High Agility Test Scores

If you're looking to hire someone who can help shape the agility culture of your new team, look no further than those who score high on the Agility Test. Those who value agility understand that people need to be able to move quickly and easily in order to get things done efficiently. They'll work tirelessly to ensure that everyone on their team is up to speed and able to handle whatever comes their way.

Can the agility culture add be leveraged to help a team at a particular time?

Agility culture is important to teams who value moving quickly and easily. Without agility, teams can become bogged down and stuck in their ways. Hiring someone who cares deeply about agility can help to change this by bringing a new perspective and fresh ideas. This person can help to create an environment where people are more open to change and willing to try new things. This can lead to a team that is more agile overall, which can be a huge asset in today’s fast-paced world.

Ready to find this candidate? Try the Agility Test now!

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Overview of Pre-Employment Screening

Pre-employment screening is a crucial step in the hiring process that allows employers to evaluate candidates before making final hiring decisions. It involves various assessments and evaluations to assess the qualifications, skills, and suitability of candidates for specific roles within an organization. The goal of pre-employment screening is to gather relevant information about candidates to make informed decisions that align with the organization's needs and goals.

Importance of Assessing Agility in Candidates

In today's rapidly evolving business landscape, agility has become a critical attribute for success. Assessing agility in candidates during the pre-employment screening process is essential for several reasons:

  1. Adaptability to Change: Agile individuals are more likely to adapt quickly to new technologies, processes, and market shifts. Assessing agility helps identify candidates who can navigate uncertainty and proactively respond to changing circumstances.
  2. Innovation and Problem-Solving: Agile individuals possess the ability to think creatively and find innovative solutions to complex challenges. By assessing agility, hiring managers can identify candidates who demonstrate a capacity for critical thinking, creativity, and problem-solving skills.
  3. Collaboration and Teamwork: Collaboration is a cornerstone of agile work environments. Assessing agility allows hiring managers to identify candidates who excel at teamwork, effective communication, and building relationships. These candidates are more likely to contribute to a positive and productive team dynamic.
  4. Resilience and Stress Management: Agility assessment tests provide insights into a candidate's resilience and stress management capabilities. Candidates who can stay composed under pressure, bounce back from setbacks, and effectively manage stress are better equipped to thrive in fast-paced and demanding work environments.

Benefits of Using an Agility Assessment Test for Hiring Managers

Integrating an agility assessment test into the pre-employment screening process offers numerous benefits for hiring managers:

  1. Enhanced Hiring Decisions: Agility assessment tests provide additional data points to evaluate candidates beyond traditional qualifications and experiences. By assessing agility, hiring managers can make more informed and comprehensive hiring decisions, ensuring the selection of candidates who possess the necessary skills and qualities for success.
  2. Improved Quality of Hires: Assessing agility helps identify candidates who are better suited for dynamic roles. By selecting candidates with higher agility scores, hiring managers can improve the quality of their hires, leading to increased productivity, innovation, and overall organizational success.
  3. Time and Cost Savings: Agility assessment tests streamline the screening process by focusing on specific skills and qualities relevant to the role. This targeted evaluation allows hiring managers to efficiently identify top candidates early in the process, reducing the time and resources spent on reviewing unsuitable applicants.
  4. Mitigation of Hiring Bias: Agility assessment tests provide an objective evaluation of candidates' skills and qualities, minimizing the impact of unconscious biases that can influence hiring decisions. By focusing on specific criteria, these tests promote fair and unbiased candidate evaluations.
  5. Alignment with Organizational Needs: Organizations that prioritize agility can use agility assessment tests to align their workforce with their strategic goals and values. By selecting candidates who exhibit high agility scores, hiring managers can build teams that are better equipped to adapt, innovate, and drive organizational success.

By incorporating agility assessment tests into the pre-employment screening process, hiring managers can identify candidates who possess the agility-related skills and qualities necessary to thrive in today's dynamic work environments. This approach leads to improved hiring decisions, better-quality hires, and increased alignment with organizational needs.

Understanding Agility: Unlocking Success in the Modern Workplace

In this section, we will delve into the concept of agility and its significance in the workplace. By understanding the core characteristics of agile individuals and how they contribute to organizational success, you will see why assessing agility is essential during pre-employment screening.

Defining Agility in the Workplace

Agility in the workplace refers to an individual's ability to navigate and thrive in rapidly changing environments. It encompasses adaptability, resilience, critical thinking, collaboration, and other essential skills that enable employees to excel in dynamic and unpredictable situations.

Key Characteristics of Agile Individuals

  1. Adaptability: The ability to quickly adjust to new situations, embrace change, and learn from experiences.
  2. Flexibility: Being open-minded, receptive to feedback, and willing to modify approaches as needed.
  3. Problem-Solving and Critical Thinking: Effectively analyzing challenges, generating innovative solutions, and making sound decisions.
  4. Collaboration and Teamwork: Working seamlessly with others, fostering a culture of inclusivity, and leveraging diverse perspectives to achieve shared goals.
  5. Decision-Making under Uncertainty: Being comfortable with ambiguity, confidently making decisions in uncertain situations, and managing risks effectively.
  6. Learning Agility: Demonstrating a strong desire to acquire new knowledge and skills, continuously improving, and embracing lifelong learning.
  7. Resilience and Stress Management: Bouncing back from setbacks, maintaining composure under pressure, and effectively managing stress.

The Role of Agility in Enhancing Organizational Success

Agile individuals play a pivotal role in driving innovation, adapting to market changes, and fostering a collaborative work environment. By assessing agility during pre-employment screening, organizations can identify candidates who possess the skills necessary to excel in dynamic roles and contribute to the overall success of the company.

The Role of Agility Assessment Test in Pre-Employment Screening

Agility assessment tests provide a structured and objective way to evaluate candidates' agility-related skills and qualities. By utilizing these tests during pre-employment screening, hiring managers can make more informed decisions and identify candidates who are best suited for agile roles. Let's explore the specific benefits of using agility assessment tests.

Purpose of Agility Assessment Test

The primary purpose of an agility assessment test is to evaluate candidates' agility-related skills and qualities. These tests go beyond traditional assessments by focusing on how individuals respond to change, collaborate with others, solve problems, and adapt to new situations.

Benefits of Using Agility Assessment Tests

  1. Enhanced Decision-Making: Agility assessment tests provide valuable insights into a candidate's ability to handle complex and dynamic work environments. This allows hiring managers to make more informed decisions and select candidates who are best equipped to succeed in agile roles.
  2. Reduced Hiring Bias: Agility assessment tests introduce objectivity into the screening process, reducing the influence of unconscious biases that may impact hiring decisions. By focusing on specific skills and qualities, these tests level the playing field and provide equal opportunities for all candidates.
  3. Improved Candidate Fit: By assessing agility, hiring managers can match candidates with roles that align with their strengths and capabilities. This leads to better job satisfaction, increased engagement, and higher retention rates.
  4. Increased Productivity: Agile individuals are more likely to adapt quickly to new processes, technologies, and work environments. By identifying candidates with high agility scores, organizations can foster a culture of innovation and efficiency, resulting in increased productivity.
  5. Future-Proofing the Workforce: In an ever-changing business landscape, organizations need employees who can navigate uncertainty and drive continuous improvement. Agility assessment tests help identify candidates who possess the potential to adapt and grow, ensuring the long-term success of the organization.

Differentiating Between Candidates Based on Agility

Agility assessment tests allow hiring managers to differentiate candidates based on their agility-related skills and qualities. By comparing candidates' scores, organizations can identify top performers who demonstrate a high level of agility and are better equipped to handle the challenges of the modern workplace.

Key Skills Tested in Agility Assessment

Agility assessment tests evaluate a range of key skills and qualities that are essential for success in agile roles. By assessing these skills, hiring managers can gain valuable insights into a candidate's ability to thrive in dynamic work environments. Let's explore the key skills typically tested in agility assessment.

Adaptability and Flexibility

  • Demonstrating openness to change and the ability to adapt quickly to new situations.
  • Willingness to step outside of comfort zones and embrace new challenges.
  • Flexibility in adjusting approaches and strategies based on evolving circumstances.

Problem-Solving and Critical Thinking

  • Analyzing complex problems and generating innovative solutions.
  • Applying logical reasoning and evaluating options effectively.
  • Making sound decisions based on available information.

Collaboration and Teamwork

  • Working effectively with diverse teams and leveraging the strengths of team members.
  • Demonstrating excellent communication and interpersonal skills.
  • Building strong relationships and fostering a culture of collaboration.

Decision-Making Under Uncertainty

  • Comfortably making decisions in ambiguous and uncertain situations.
  • Evaluating risks and taking calculated actions.
  • Demonstrating resilience and confidence in decision-making.

Learning Agility

  • Showing a strong desire for continuous learning and improvement.
  • Seeking out new knowledge and skills to adapt to changing demands.
  • Embracing feedback and incorporating it into personal and professional growth.

Resilience and Stress Management

  • Maintaining composure and performance under pressure.
  • Effectively managing stress and bouncing back from setbacks.
  • Demonstrating emotional intelligence and self-awareness.

These skills collectively contribute to an individual's agility quotient and provide a holistic assessment of their ability to thrive in dynamic work environments.

Implementing Agility Assessment Test

Implementing an agility assessment test requires careful planning and execution.

Designing the Test

Choosing Relevant Assessment Methods:

  1. Simulations: Create real-life scenarios where candidates must demonstrate agility-related skills.
  2. Role-plays: Present candidates with situations that require quick thinking and adaptability.
  3. Behavioral Interviews: Ask candidates to share past experiences that highlight their agility.
  4. Critical Thinking Exercises: Pose problem-solving challenges that assess candidates' ability to think on their feet.

Defining Evaluation Criteria:

  1. Clearly define the agility-related skills and qualities you want to assess.
  2. Develop a scoring rubric or rating scale to objectively evaluate candidate performance.
  3. Align the evaluation criteria with the specific requirements of the role.

Administering the Test

Ensuring Fairness and Objectivity:

  1. Provide clear instructions to candidates about the purpose and expectations of the test.
  2. Ensure that all candidates are given equal opportunities and access to the test.
  3. Minimize bias by using standardized procedures and evaluation criteria.

Considering Practical Considerations:

  1. Determine the appropriate timing and duration of the test.
  2. Allocate necessary resources, such as technology or assessment materials.
  3. Coordinate with relevant stakeholders, such as interviewers or assessors.

Evaluating the Results

Interpreting Agility Assessment Scores:

  1. Analyze individual scores to identify strengths and areas for improvement.
  2. Compare scores against benchmark data or established standards, if available.
  3. Look for patterns or consistent performance indicators across different assessment methods.

Using the Results to Inform Hiring Decisions:

  1. Consider agility scores along with other relevant factors, such as experience and cultural fit.
  2. Utilize the assessment results as a valuable data point in the overall evaluation process.
  3. Tailor feedback to candidates based on their performance to support their development.

Roles Benefiting from Agility Assessment

Agility is essential across various roles and industries.

Project Management and Leadership Positions

  • Agile project managers who can navigate changing requirements and lead cross-functional teams.
  • Leaders who can adapt their strategies to evolving market conditions and inspire innovation.

Innovation and Research Roles

  • Innovators who can generate creative ideas and rapidly prototype solutions.
  • Researchers who can embrace new technologies and adapt methodologies to changing trends.

Sales and Marketing Positions

  • Sales professionals who can quickly adapt to different customer needs and market dynamics.
  • Marketers who can stay ahead of trends, pivot strategies, and effectively engage with diverse audiences.

Customer Service and Support Roles

  • Customer service representatives who can handle complex customer issues and provide tailored solutions.
  • Support agents who can adapt to evolving product features and troubleshoot effectively.

Startups and Fast-Paced Environments

  • Founders and early-stage employees who can thrive in high-pressure, rapidly changing startup environments.
  • Team members who can quickly adapt to shifting priorities and take ownership of their responsibilities.

By identifying the specific roles that benefit from agility, you can tailor your assessment strategies and focus on evaluating the skills that are most critical for success in these positions.

Incorporating Agility Assessment into the Hiring Process

To effectively integrate agility assessment into the hiring process, certain steps should be taken.

Defining Agility-Related Job Requirements

  • Clearly identify the agility-related skills and qualities that are essential for success in the role.
  • Collaborate with stakeholders to align on the expectations and criteria for assessing agility.

Crafting Job Descriptions That Reflect Agility Expectations

  • Highlight agility-related requirements in the job description to attract candidates who possess these skills.
  • Clearly communicate the importance of agility in the role and the organization's work culture.

Screening Candidates Based on Agility Assessment Results

  • Use the agility assessment results as an initial screening tool to shortlist candidates.
  • Focus on candidates who demonstrate high agility scores and align with the role requirements.

Conducting Follow-Up Interviews and Reference Checks

  • Use interviews to further explore candidates' agility-related skills and qualities.
  • Contact references to gather insights into candidates' past performance in agile work environments.

Making Data-Driven Hiring Decisions

  • Combine the results of agility assessment, interviews, and reference checks to make informed hiring decisions.
  • Utilize the collected data to objectively evaluate candidates' suitability for agile roles.

By incorporating agility assessment at different stages of the hiring process, you can ensure that the assessment aligns with your organization's needs and values, ultimately leading to the selection of candidates who are best equipped for agile positions.

Ensuring Validity and Reliability of Agility Assessment Test

To maintain the credibility and effectiveness of your agility assessment test, it is essential to ensure its validity and reliability. Here are some key considerations:

Utilizing Validated Assessment Tools

  • Choose agility assessment tests that have been validated through rigorous research and testing.
  • Verify that the assessment tool aligns with industry best practices and measures the intended agility-related skills.

Conducting Regular Test Reviews and Updates

  • Continuously evaluate the relevance and effectiveness of the agility assessment test.
  • Stay updated on emerging trends and best practices in assessing agility to make necessary improvements.

Ensuring Test Fairness and Mitigating Biases

  • Regularly review the assessment content and procedures to identify and mitigate potential biases.
  • Train assessors to ensure fair and consistent evaluation of candidates' performance.

By maintaining the validity and reliability of your agility assessment test, you can confidently rely on the results to inform your hiring decisions and create a fair and effective assessment process.

Overcoming Agility Test Challenges and Limitations

While agility assessment tests offer numerous benefits, it is crucial to be aware of potential challenges and limitations. Here are some strategies for addressing them:

Addressing Potential Biases in Agility Assessment

  • Provide training to assessors to mitigate unconscious biases during the evaluation process.
  • Regularly review and update assessment criteria to ensure fairness and inclusivity.

Identifying False Positives and False Negatives

  • Consider multiple assessment methods to gain a comprehensive understanding of candidates' agility.
  • Use multiple data points, including interviews and reference checks, to validate the assessment results.

Balancing Agility Assessment with Other Hiring Criteria

  • Combine agility assessment with other factors such as experience, technical skills, and cultural fit.
  • Take a holistic approach to evaluate candidates and strike a balance between agility and other qualifications.

By proactively addressing challenges and limitations, you can optimize the effectiveness of agility assessment tests and make well-informed hiring decisions.

Communicating Agility Assessment to Candidates

Effectively communicating the purpose and benefits of agility assessment to candidates is essential for a transparent and positive hiring process. Here's how you can approach this communication:

Setting Expectations with Candidates

  • Clearly outline the assessment process and its components to candidates.
  • Explain the relevance of agility assessment for the role and its importance in the organization.

Explaining the Purpose and Benefits of Agility Assessment

  • Emphasize how agility assessment aligns with the organization's values and work culture.
  • Highlight how agility assessment helps identify candidates who can excel in dynamic and fast-paced environments.

Providing Feedback and Constructive Guidance

  • Offer candidates feedback on their performance in the agility assessment.
  • Provide guidance on how candidates can further develop their agility-related skills.

Open and transparent communication about agility assessment will help candidates understand its value and foster a positive candidate experience, leading to increased engagement and satisfaction.

Agility Test Legal and Ethical Considerations

When implementing agility assessment tests, it is crucial to adhere to legal and ethical guidelines. Here are some considerations to ensure compliance:

Ensuring Compliance with Employment Laws and Regulations

  • Familiarize yourself with local, national, and industry-specific laws related to assessment practices.
  • Follow fair employment practices, including equal opportunity and non-discrimination.

Protecting Candidate Privacy and Data Security

  • Safeguard candidate data in accordance with data protection and privacy regulations.
  • Obtain informed consent from candidates before collecting any personal information.

Maintaining Transparency and Fairness in the Assessment Process

  • Clearly communicate the purpose, process, and criteria of the agility assessment to candidates.
  • Provide candidates with an opportunity to ask questions and address any concerns they may have.

By upholding legal and ethical considerations, you can ensure a fair and responsible implementation of agility assessment tests.

Agility Training and Development

Once you have identified candidates with high agility scores, it is important to support their ongoing growth and development. Here's how you can promote agility through training and development initiatives:

Identifying Opportunities for Employee Growth and Development

  • Conduct individual assessments to identify specific areas for improvement and growth.
  • Offer personalized training and development plans that target agility-related skills.

Implementing Training Programs to Enhance Agility Skills

  • Provide training workshops, seminars, or e-learning courses that focus on adaptability, problem-solving, collaboration, and other agility-related skills.
  • Encourage participation in cross-functional projects and initiatives to foster agility.

Supporting Continuous Learning and Improvement

  • Create a culture of continuous learning by offering resources, such as online learning platforms or mentorship programs.
  • Encourage employees to share knowledge, experiences, and best practices to enhance agility across the organization.

By investing in training and development initiatives, you can cultivate a workforce that continuously evolves, adapts, and embraces agility.

Measuring the Effectiveness of Agility Assessment

To ensure that agility assessment is delivering the desired outcomes, it is essential to measure its effectiveness. Here are some strategies for evaluating the impact of agility assessment:

Tracking Employee Performance and Success

  • Monitor the performance of employees who were hired based on their agility assessment scores.
  • Assess their ability to adapt, collaborate, and solve problems in their roles.

Conducting Post-Hiring Evaluations and Feedback

  • Gather feedback from managers and colleagues regarding the performance of individuals who underwent agility assessment.
  • Seek input on their agility-related skills and qualities in real work scenarios.

Making Adjustments to the Assessment Process Based on Outcomes

  • Continuously review the assessment process and make necessary adjustments based on the outcomes and feedback received.
  • Incorporate insights gained from employee performance evaluations to refine the assessment criteria.

By measuring the effectiveness of agility assessment, you can fine-tune your hiring process and continuously improve the identification and selection of agile talent.

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