Competency Test
Free competency test: 30 statements rate your communication, problem solving, leadership, planning, adaptability and teamwork. A self-rating, not an exam.
No signup needed — your result appears instantly.
In-house self-rating, not a validated instrument. Original statements on six work behaviors; the level cut points are our own choices, not norms, and nothing compares you with other people.
- A level, Strong, Developing or Early stage, for each of six work competencies
- A percentage per competency, so you can see how far apart your strongest and weakest areas are
- A plain-language description of what your level looks like in everyday work
- Your standout competencies and the one or two most worth building first
A competency test asks you to rate how often you act in the ways a job tends to ask for, such as communicating clearly, solving problems, planning your work or adapting when plans change. Unlike an ability test it has no right answers. JobCannon's Competency Test is a free self-rating of six work competencies, scored per competency, and it takes only a few minutes.
A skills test checks what you can do, and an aptitude test checks how well you reason, both against right answers. A competency test checks how you behave at work, as reported by you. That is why JobCannon offers the Competency Test next to the Skills Audit: one rates your habits, the other inventories your skills, and neither one replaces the other.
It is an honest mirror, not a measurement instrument. It is an in-house self-rating, not a validated instrument, so there are no norms and no claim that a level predicts performance. People often rate themselves a little higher or lower than a colleague would, so treat the result as a starting point and check it against real examples from your own work.
No, and JobCannon does not claim it can. A self-rating shows how you describe your habits, and anyone can raise their answers on purpose. Employers who use competency questions well pair them with structured interviews and work samples. For you, the useful question is less what you scored and more where you can point to evidence, and where you cannot.
