Frequently Asked Questions
What is the Competency Test?
It is a free self-rating with 30 statements, five for each of six work competencies: communication, problem solving, leadership, planning, adaptability and teamwork. For each statement you choose how often it is true for you, from almost never to almost always. You get a level and a percentage for each competency, and a plain description of what that level looks like at work.
Are there right and wrong answers?
No. This is not an ability test, so nothing is marked correct. A few statements are worded in the opposite direction on purpose, which means rating yourself "almost always" on everything does not give a perfect profile. The most useful way to answer is to think of the last few weeks at work and pick what you actually did, not what you would like to do.
What do the levels Strong, Developing and Early stage mean?
They describe how often you reported the behavior in that area. Strong means often, Developing means sometimes, and Early stage means rarely. The cut points are our own choices and not norms, and the result never compares you with other people. If all six areas come out low, the headline result is Still building, a starting point rather than a verdict.
Does JobCannon claim the Competency Test predicts job success?
No. It is an in-house self-rating, not a validated instrument, and it measures how you describe your working habits, not how skilled you are. Anyone can raise their answers on purpose, so it should never be used as a hiring cutoff. It works best as a private mirror, or as a starting point for a talk with a manager, coach or mentor.
How is it different from the Skills Audit?
The Skills Audit takes an inventory of what you can do, such as tools, technical skills and domain knowledge. The Competency Test rates how you work, such as how you communicate, plan and handle change. Taking both gives a fuller picture: skills say what you bring to a task, and competencies say how you tend to carry it out.
What should I do with my result?
Pick one competency, ideally one that matters for the work you want next, and choose a single small behavior to repeat for a few weeks. Ask a colleague you trust whether your rating matches what they see. Then retake the test after four to eight weeks and compare the pattern across all six areas, not only one number.