01
Taking responsibility
Consider how candidates approach the situation.
Explore how candidates take responsibility at work.
An accountability test for hiring people who own their work. Candidates respond to the same setbacks, so you compare how they take responsibility before interview.
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AM
Alex MorganAccountability profile
CompletedJUDGEMENT BY TOPIC
See how they approach it.
Explore strengths and the topics to discuss further.
Taking responsibilityStrong judgement
Following throughSound judgement
Responding to setbacksExplore further
The judgement behind the response.
A conversation you can focus.
A conversation you can focus.
WHAT THE TEST EXPLORES
Workplace judgement, made visible.
Explore candidates’ choices before you ask how they would put them into practice.
7questions10minutesSituational judgementquestion format
02
Following through
Explore the judgement behind their choices.
03
Responding to setbacks
Focus a follow-up conversation on their response.
A RANGE OF DIFFICULTY
One test. Different abilities.
Explore different situations and the judgement behind each choice.
The Accountability test presents workplace situations to explore candidates’ responses. Use the results to shape follow-up questions about relevant experience.
TESTS IN MULTIPLE LANGUAGES
English, plus 13 languages.
Assess candidates in the language they work in.
- English
- Chinese (simplified)
- Japanese
- Korean
- Thai
- Vietnamese
- Indonesian
- French
- German
- Spanish
- Portuguese
- Italian
- Dutch
- Arabic
Languages available across our test suite. Options vary by test and level.
TRY AN EXAMPLE QUESTION
Try a Accountability question.
AccountabilityWorkplace scenario
Your company has recently introduced a new computer system which you are unfamiliar with. The system helps in information sharing and collaboration.
Your lack of knowledge is affecting this, and the team leader wants to discuss this with you.
A PRACTICAL GUIDE
Using Accountability in recruitment.
What does the Accountability test assess?
Each question describes a setback, such as struggling with a new system that colleagues depend on, and asks what the candidate would do. The strongest answers take responsibility, say so early and fix the problem rather than hide it. It measures judgement about ownership, not confidence.
How can you use the Accountability results?
Use the result to shortlist, then ask finalists about a commitment they could not keep and what they did. Pair accountability with a time management or problem solving test for operational roles and with a management test for supervisors.
Which situations matter for your role?
- Team rolesTaking responsibility and following through on commitments.
- Supervisory rolesResponding constructively when work does not go to plan.
- Independent workExplaining how setbacks would be communicated and addressed.
Choosing tests for your vacancy
Choose Accountability to explore taking responsibility and following through when work does not go to plan. Add Teamwork for shared responsibilities, or Time Management when meeting competing deadlines matters. Ask candidates for examples of what they did in a similar situation; selected responses do not establish their behaviour at work.
HOW THIS TEST WAS BUILT
How Accountability was built.
Developed and validated by occupational psychologists and industry experts.
- Occupational psychologists
- Industry experts
- Validated
Group: Soft skills
Research for this kind of test: situational judgement tests predict job performance at .26.
Read our methodologySEE THE RESULTS FOR YOURSELF
See the person behind the score.
Explore a complete sample report, from test results and candidate comparisons to focused interview questions.
BEFORE YOU START
Your Accountability questions, answered.
Does the Accountability test show how someone will behave at work?
It shows how candidates choose to respond to workplace situations. A selected response does not establish how they will behave in real work. Ask for a relevant example at interview.
Which Accountability topics should matter for my role?
Start with the work the person will do. This page covers taking responsibility, following through, responding to setbacks. Decide which of those areas matter for your role before reviewing results, and explore any specialist requirements separately.
Can I combine Accountability with other tests?
Yes. Add Accountability alongside other relevant tests in one assessment. Choose the combination for your role and review the total time before inviting candidates.
Can I assess real candidates for free?
Yes. Create your account, build an assessment and invite candidates. Your first 5 candidate results are free. No credit card is required.
What happens after my free results?
You pay per candidate result you unlock, rather than per test. There is no subscription or annual commitment. Check the pricing page for current rates.
How should I use the Accountability results?
Compare results against the knowledge or ability your role needs. Use them to focus interviews and practical tasks, alongside relevant experience. A test score should not decide who you hire on its own.