Korn Ferry Practice Tests Answers

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  If you take too long, or get the question wrong, the next question will be simpler. In some cases Korn Ferry assessments are administered as stand-alone tests, so it is best to know what to expect for each type. Korn Ferry cognitive ability tests...
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  Korn Ferry verbal reasoning tests Verbal reasoning tests require the candidate to read, understand and interpret written information and use that to answer questions. The information given may be related to the role, or it may be more abstract. To...
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• Korn Ferry Tests
  A series of work-related emails are in a test inbox, and you need to decide what needs urgent actions and response. For practice and more information, you can try out e-tray tests on our site. Once a block is completed, it cannot be changed, and there is no time limit. For more information, check out our personality tests page. These assessments are short, usually require about 8 minutes to complete, and are taken online.
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  Korn Ferry Leadership Assessment Presented as a situational judgement test, the Leadership Assessment from Korn Ferry is seen as a robust, valid test because the scenarios are related to the culture of the organisation and role requirements. A series of work-related scenarios are presented with a number of different actions. The candidate needs to decide on the most effective response, which is then measured against the required competencies. See here for more information and tips for situational judgement tests. Jump to a section on this page:.
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  If you have any questions specifically relating to an assessment you have been invited to complete, please contact the recruiter, hiring organisation or your employer. Technical issues Can the assessments be completed on a tablet or mobile phone? Our Personality assessments Dimensions, Drives and Aspects Styles are compatible with mobile devices. Our Ability assessments have been designed for completion on a PC or Laptop and this is what we recommend. If you use a tablet or mobile phone to complete an Ability assessment, as a default setting you would receive a warning that the device is not recommended and given information about alternative devices to use. If you have been asked to complete Korn Ferry psychometric assessments as part of a job application, but have not yet received the details, you should contact the company managing the assessment project.
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• Logical Reasoning Test Preparation
  Therefore, please check that the email has not been filtered out. What should I do? Alternatively, you can go to www. Please note that the username and password are case-sensitive and need to be entered exactly as shown in the notification email. If you copy and paste the details, you might copy in a blank space and the system will not recognise this. Please also check that you are referring to the latest notification email. It is often worth checking the junk folder for emails first. This hyperlink is unique to you and the system will therefore take you directly with your candidate homepage. The link to complete the tests does not appear to be working or there are issues during the assessment s? The first things you could try is to clear the web browser cache and cookies, check to ensure that pop-up windows are not disabled, or use a different internet browser e.
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• Talent Q Assessments
  If you are completing the assessments on a work computer, you can try a home computer instead if possible. If you still have issues you should contact the administrator with the company that requested completion of the online assessments and provide the following details: description of the issue, details of the device, internet browser details and ideally a screenshot of the webpage. What happens if I lose internet connection or gets interrupted when I am part way through an assessment — can I restart? If you lose Internet connection whilst completing Dimensions, Drives or Aspects Styles untimed personality questionnaires , you will be able to log back in and carry on from the point reached previously.
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  You will not be able to start at the beginning again. For Elements and Aspects ability tests, you will only be allowed to log back in once and doing so will return you to the point at which you were interrupted. If you have completed the practice assessments, you should ensure to log out and close down all other browser windows and tabs completely before logging in to complete any real assessments that have been assigned for a recruitment or development project. This means that there are still text fields unread in Section 1. You need to check if all boxes in Section 1 are blue. If any are still white unread , you need to go back to Section 1 and ensure all fields are read. The assessments should then be available for you to complete in Section 2. I have completed a practice test, but have also received an email with log-in details — does this mean that responses have not been recorded? After registering for the practice tests, you can automatically continue to complete the assessments.
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• Frequently Asked Questions
  You will also be sent an automatic email from the system with your log-in details, for the case that you lose internet connection and need to log back in. If you have completed the practice assessments you can just ignore this email. Preparing for the assessments.
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• Practice For The Siemens Korn Ferry Tests
  If you came to work for Korn Ferry, an expectation of the job would be facilitating training for staff with our clients. What do you feel are the keys to being an effective trainer? As you may well know, the number one fear of people is public speaking and the mere thought of standing up in front of a group and talking strikes fear in most folks. One thing your interviewer will be looking to hear for this question is that you can thrive in that situation.
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• Korn Ferry Talent Q Test
  On top of that ability, talk about any experiences you have in providing training to staff and highlight the key areas you feel are important. Talk about the importance of making training both fun and interactive to help drive points home to your learners. Ryan's Answer "Whenever I have the opportunity to provide training to groups, the first focus of my design is to promote interaction from the people I am training. Active participation promotes motivation and I do this through role-playing, asking questions and even having people come up front with me to give real world examples to the group so they can hear the perspective of a peer versus me as the trainer. Another key thing that I try to bring to training sessions is energy. I bring high energy to a room and try to promote it among the staff. From a colleague, I recently learned about an ice breaking game to start an all day training that involves blind folding all participants in the room and assigning each person an animal.
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  There are two people in each session with matching animals and the participants have to make the sound their animal makes and have to find and meet up with their matching animal. The two times I've used this have been a big hit and got the group laughing and having fun from the start. As the trainer, I will be asked questions and be expected to be the subject matter expert on what I'm presenting. If needed, I study and prepare diligently prior to facilitating training sessions. Another key for me is creating the right atmosphere to promote learning. This starts with small things like providing beverages and snacks and ensuring the temperature of the room is appropriate. It extends to much bigger things like ensuring training materials are well prepped and motivating all of the learners to participate in the program. If hired here at Korn Ferry, you can be sure that I'd bring this same approach to your clients. An often difficult part about working for Korn Ferry and our clients is the need to be fluent and adaptable to the cultures of our clients.
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  Why would you say that you'd be able to handle this aspect of the job with ease? In the business consulting world, organizations work with clients that all have different backgrounds, leadership styles, cultures, industries and motivating factors. Consultants hired to come in to these organizations have to possess a chameleon-like ability to ingrain themselves in a new company's culture. For you to be successful in the role that you are interviewing for, you must possess this same ability. In your answer to this question, be sure to point out your fluidity to adapt to new situation in your work by giving an example or two of a time you had to do this to give your interviewer a sense of your ability to be flexible with clients. Ryan's Answer "During my career to this point, I've been very fortunate to say that I've worked for one employer for over ten years and the experience that I've gained with them is a huge asset to me personally.
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  But even though all of my relevant work experience is with the same employer, I've worked under six different department managers during my time there and each person had their own unique management style and expectations of me. As well, my organization has undergone three mergers in my time there and each merger brought a new and bigger organization to light with new values and culture. Whether it was a manager change or an organization change, I always prioritized openness and asking questions to get to know new processes better. I would bring this approach with each and every new client that I would work with in this role. I approach each new customer with an open slated mind while getting to know their motivations, their needs and their expectations of me to help me get a better understanding of how I can best suit them. If hired for this position working with your clients here at Korn Ferry, this approach would be vital because of the variety of businesses and industries that I would be working with.
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  Change management is an important aspect of consulting our clients here at Korn Ferry. Have you participated in a change management process during your career? Due to many factors, change is inevitable adn unavoidable for businesses today. Because of this, Korn Ferry is often sought after to lead change management processes for their clients and the role that you are interviewing for will help facilitate this process with clients.
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  Prior to your interview, think about particular change management processes that you have been a part of and be able to speak to your ability to lead others in making necessary business changes. Make sure to talk about the importance of having a vision, developing a plan and measuring progress as part of the overall change process. Ryan's Answer "In my leadership role with my current organization, I have been part of an ongoing change process to optimize our staffing ratio to meet production needs. After being part of a careful analysis process and researching industry standards, we implemented a plan to heavily reduce our administrative staff while bolstering production staff and this was a huge change for our organization.
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  My role in the implementation of the process was to gather data and put together a presentation for our Board and Senior Leadership. As well, I helped prepare both internal and external communications that went out regarding our upcoming changes. As things stand today, we have been in continuous review of new processes and things are going great! This involvement has helped prepare me for helping others manage significatn change in their business processes. Do you have any experience in succession planning?
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  If so, in what areas do you have specific experience? A key component to consulting services for leadership development is succession planning and for this question, your interviewer will be looking to hear what experience you have in this area and that you understand the key components to the succession planning process. If you have experience, be sure to highlight some examples and what role you played.
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  If you don't have any direct experience in succession planning, be sure to research and be able to speak about the key components of the process. Ryan's Answer "With my current organization, I was directly involved in the creation of the succession planning processes for many of our key positions and this process really opened my eyes for how to be successful in the future planning. The first key item to undertake was identifying the key positions that we wanted to have succession plans for.
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  We identified these roles by determining which roles were vital to the success of the organization and which roles would deter future growth if left unfilled. Once key roles were identified, I worked with leaders of and incumbents in those roles to build the key competencies for those positions. With these inventories of competencies now in hand, I worked with our HR staff to build plans for internal succession of selected employees and I helped build succession training programs for specific individuals.
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  With this role at Korn Ferry, I think my experience would work well with your clients in many different industries. During these processes, I used both quantitatvie performance data and personal experiences with my employees in identifying the best candidates. In planning to prepare for a leadership consulting role, I feel like I would bring great experience and ability to other key aspects of the succession planning process for your clients because I have extensive knowledge of different management roles adn their importance in the overall success of businesses.
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  Have you ever experienced a time when a person or group were disruptive during a training session? If so, how did you handle that situation? Just like in a kindergarten classroom, the adult learner can be opposed to being educated and they can act out or just flat out not pay attention. And like the kindergarten teacher, you have to use the tools in your bag to help move the training along while dealing with any potential disruption. If you have experienced this situation, talk about how you handled it, what the outcome was and what you learned for use in the future. If you haven't dealt with this situation directly, speak about a plan for how you would handle the situation. Ryan's Answer "Coming from the manufacturing industry in a leadership position, I've led team meetings, company town hall meetings and conducted training for my staff. During all of these things, I have witnessed people not paying attention, talking to others or just plain being disrespectful to me and to others.
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  Recently, in a training for my team, one of my employees kept asking why the company was wasting money on paying for people to sit through a training that wasn't going to benefit anybody. After brushing him off twice, I took the liberty of calling him out on the third time he questioned the training. To the entire team, I asked who saw the training as being beneficial and every person in the room beside the man raised their hands.
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