Talent Q Elements Numerical Assessment Guide with Practice Tests & Preparation Tips

Last Updated on September 8, 2021

Talent Q tests provide a way of measuring a large number of candidates who might have a variety of different skill sets. They are not about what a person already knows, but rather about the skills that they possess, and the potential that they could bring to the role.

Available in over 40 different languages, these tests are popular with many employers, particularly those who have to sift through a large number of candidates, such as in banking or sales roles. The tests allow the employer to analyze a number of different aspects, both in terms of personality traits and intelligence.

With these results, employers can find the best candidate for the role. It can sound quite overwhelming, knowing that an employer will be evaluated so much, but the questions are very manageable. We will take you through the format of the different tests below so that you will know what each test can bring.

From there, you can start practicing for the ones that you need, so that you can get the job without any problems.

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Talent Q Assessment Types

There are five types of Talent Q Assessments. The Dimensions and Motivations tests are about personality, the Situational Judgement tests are about coping in the workplace, the Elements tests are about a candidate’s intelligence and logic, while the Aspects tests provide a brief version that incorporates aspects of all of them.

We will now take you through each type of test, so that you know what to expect and how best to prepare.


The Dimensions tests look to explore a candidate’s personality. The questions asked are varied, so together they are able to shed light on various aspects of the individual’s character. They expose how someone approaches tasks, what motivates them, how they manage relationships, and their preferences within the workplace.

By assessing these different aspects, the results of the Dimensions test are able to provide a potential employer with an overview of who they would be hiring, how they will fit in with the team, and in what role they would be best placed to maximise their potential.

The following are some of the aspects that the Dimensions test will reveal:

  • Trait Profile- Your essential traits and characteristics
  • Behaviour at Work Profile– Your preferred approach to, and style of, working
  • Potential Report– What are most likely to be your strengths, where you will develop well, and how these contribute to your leadership potential
  • Derailment Report- The pressure points that could cause you problems, particularly when you’re under a lot of stress or pressure.
  • Sales Profile- Your ability and level of comfort with the various aspects of the sales process
  • Team Profile– How well you will work within a team, and whether that will match up with the team that you would be working with
  • Role Match Profile– How well your character traits fit with the requirements of the role you’ve applied for

Question Format:

The questions in the Dimensions test will present you with a number of questions, as a sort of personality questionnaire. For each question, you will be asked to answer on a scale from “Completely True” to “Completely Untrue”. Your results will then be analysed, to provide information on the aspects detailed above.

Example Questions:

For each of the following statements, say whether you would say for your personality that it is “Completely Untrue”, “Fairly Untrue”, “Neither True nor False”, “Fairly True”, or “Completely True”.

  1. I prefer working as part of a team.
  2. I like having to respond to new challenges.
  3. I find it easy to cope with pressure.


There is no correct answer to these questions, and that’s important to remember. The key thing is that you answer truthfully. If you try to lie then you could get caught out, and no one wants to hire a liar.

The truth is also important to make sure that they can find the best role for you, and that you will be in the best place for yourself, rather than find out a couple of months down the line that you’re miserable and actually can’t fit in.

All that being said, remember to bear in mind the company and role that you are applying to, and their ethos too, and you might find that your answers can be both truthful and line up nicely with what they are looking for.

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The Motivations test, or Drivers Assessment as it is sometimes known, is a similar test to the Dimensions test in many ways, however it has a more specific angle. As the name suggests, this test is going to look at a candidate’s motivations and drivers for success.

It explores what they value most, and what keeps them going. This can be a really important aspect to test before hiring a candidate.

Not only does it help the employer to find someone who is truly motivated and going to be able to keep pushing themself in the company, but it also means that the employer can work out how to get the best out of the candidate. Both the individual and the business can achieve better success if following this test.

Question Format:

As with the Dimensions test, the Motivations test will take the form of a questionnaire. You will be provided with a series of statements, and for each one you need to give a response, rating from “Extremely important”, to “Not important”. From your answers, the employer will be able to discover what makes you tick and what can get the best out of you.

Example Questions:

Speaking about your own point of view, for each of the following questions, give a rating of “Not Important”, “Fairly Unimportant”, “Neither Important nor Unimportant”, “Fairly Important”, or “Extremely Important”.

  1. No obstacle will stop me reaching the finish line.
  2. I lack self-discipline.
  3. Making money is important to me.


Similarly to the Dimensions test, there are no correct answers to this section. You should answer truthfully so that you can present a true version of yourself.

As with before, it’s worth remembering that you are looking to be hired by the company, so you may not want to present yourself too badly, but you should still give a clear picture of who you are and what motivates you.

It is the best way to enter the company and achieve the most effective results, which could also help you with future jobs and roles.

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Situational Judgement

The Situational Judgement test is the most similar to a stereotypical interview in terms of the types of questions that you will be asked. It is a test that is designed to evaluate how you would respond to a variety of workplace challenges.

This test tends to be used when there is a very large number of candidates, so that an employer can quickly compare people’s responses and find out which best suit the requirements for the role.

It would usually be a preliminary test, with a lot of the personality tests coming later, once the pool of candidates has been whittled down to those that are able and they are just looking for the best fit.

Question Format:

The questions in the Situational Judgement test will be about different workplace scenarios that you would be likely to come across in the role. There will then be a list of potential actions that you could take in that scenario. You will have to say which you think would be the most effective.


In contrast to the last two sets of tests that we looked at, the Situational Judgement tests will have correct and incorrect answers. As the test will tend to be used to compare candidates, it is important that you think carefully before answering.

Experience will often play a big part in these answers, but getting the answers wrong doesn’t necessarily mean that you can’t do the job. It might just be that you haven’t ever thought about it before, or it’s a new setting for you.

For that reason, we strongly recommend that you do some practice tests beforehand. It’s important to be prepared so that you can get as few surprises as possible, and so that you don’t panic and give the wrong answer, especially when you probably would have got it right in real life.

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The Elements tests are formed by a group of three different tests which assess a candidate’s intelligence. These tests are designed primarily for graduate or managerial recruitment, so they are looking for a way to sift through large numbers of high-quality candidates to find the best.

It is fluid intelligence that will be tested here, which is more innate, rather than crystallized intelligence, which would be knowledge that you have built up through learning specific information. There are three types of tests that make up the Elements tests.

They are verbal reasoning, numerical reasoning, and logical reasoning. Together these tests will inform employers about a candidate’s ability to determine patterns, spot errors, and find inconsistencies. They will show people’s attention to detail, but will also highlight how a candidate works under pressure as the questions will be timed.

Most of the questions are reasonably straightforward, but the addition of the time pressure will make it much harder to keep a straight head and focus on the small details. For that reason, it is best to do as many practice tests as possible.

You need to enter the tests fully prepared for the types of questions that you will be asked, and you need your mind to be warmed up and accustomed to thinking in the right way.

Verbal Reasoning

The Verbal Reasoning tests will focus on reading, comprehension, and analytical skills. You will need to be able to read a passage and draw the relevant information and conclusions from what you have read.

Question Format:

You will be presented with a passage of text. It will most likely involve a few informative paragraphs which will contain a lot of extraneous details too. You will need to read through the text and then answer questions about it. For this test, you will have 15 minutes to answer 15 questions.


The Verbal Reasoning tests do have correct answers. However, the answers will all be in the text, so you don’t need prior knowledge to get them right. You just need to pay attention to the text, and make sure that you read the question properly to ensure that you have correctly understood it.

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Numerical Reasoning

The Numerical Reasoning tests will focus on candidates’ aptitude for numbers and their ability to analyse sets of data. It requires working with data from a table and deducing results from the information that is given.

Question Format:

You will be presented with a table of data. A lot of the information will be completely irrelevant to the question- that’s part of the difficulty. You need to find the relevant data for the questions that you are asked. It may require doing simple maths with the numbers you find. For this test, you will have 15 minutes to answer 12 questions.


As with most maths-based tests, there are correct answers for the Numerical Reasoning tests. However, the questions won’t be difficult. You just need to concentrate on what is asked of you, and find the answer from within the information you’ve been given.

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Logical Reasoning

The Logical Reasoning tests are often the ones that candidates find hardest, as they are less common in regular life and weren’t generally taught at school. That being said, as the name suggests, the answers lie in logic. This means that the information is there, you just need to find it from within what’s been presented to you. For this test, you will have to answer 12 questions in a 15 minute time-frame.


There are correct answers when it comes to Logical Reasoning, and they are answers that you would usually be able to reach, were it not for the time pressure. Make sure that you read the information carefully to look for patterns. Practice is a great way to be prepared for these tests and obtain the best answers.


The Aspects tests will give an employer an overall view of a candidate, without either the candidate or the employer having to spend too much on them. They are able to look at both personality-fit and intelligence levels.

This makes it a popular choice for volume recruitment when there are a lot of candidates at the start. They are particularly popular for employers with sales or customer service roles. There are two types of Aspects tests; Aspects Ability and Aspects Styles. Each test takes 8 minutes to complete.

This means that you don’t have much time to show that you are the best candidate, so accuracy is key. It also means that both tests will reflect how you work under pressure.

Aspects Ability

The Aspects Ability tests will be a brief version of the Elements tests. In the 8 minute test, you will be tested on your numerical, verbal, and accuracy skills. It will be looking to test your intelligence, ability, and attention to detail while working against the clock.

Example Question:

Source: https://www.trytalentq.com/


They are the same for rows 2, 3 and 5.
There will be correct and incorrect answers for this test, so make sure that you focus on the question you are asked, and warm-up your brain by doing lots of practice tests in advance.

Aspects Styles

The Aspects Styles test is more similar to the Dimensions and Motivations tests. It will use a questionnaire to evaluate your approach to work, how you would fit in within their workplace, and whether or not you have the essential traits that are required for the role.


As with the personality tests that we have mentioned previously, this test doesn’t strictly have right or wrong answers. You need to answer honestly to find out whether or not you can provide what they are looking for in an employee.

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The Talent Q Assessments will test you on a whole range of skills. However, the information that you need will be in the questions. You just need to focus on what is being asked of you, and look carefully at the information that you have been provided with.

Practicing as much as possible will help you be prepared for what you could face. In terms of the personality tests, it is best to be honest, even if you don’t get the role. Otherwise, you could end up in a truly terrible job.

However, doing practice tests might help you see which skills you could bring to the role. So now that you know what the tests will encompass and what they will be testing, it’s time for you to get practicing.

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