Internal Negotiation
Evaluates your ability to negotiate within your organisation, to obtain resources, deadlines or rulings through costed arguments and an exchange of concessions, to loyally support the decisions made and to preserve lasting working relationships.
An internal negotiation test assesses the ability to get what you need within your own organisation: a budget, extra staff, a realistic deadline, a favourable decision or better working conditions. These discussions are rarely seen as negotiations, yet they take up a large share of managers' and project leads' daily work. Two things make them distinctive: you will see the same people again the next day, and the final call often rests with a third party, whether management or a committee.
The test confronts candidates with competing requests, departments over which they have no authority, and decisions that do not go their way. It reveals how they argue with figures, trade concessions and behave once the decision has been made. It is useful for employees who want more influence in their organisation and for recruiters filling cross-functional roles.
What this test measures
- How you build a budget or resource request backed by hard figures.
- How you respond when an internal requester sets a deadline or scope you consider unrealistic.
- How you secure support from a department over which you have no line authority.
- Your attitude towards your team after a decision goes against your department.
- How you maintain relationships with colleagues after a tense negotiation or a contested decision.
Examples of situations in the test
- 1At an insurance company, a project must make its case against others before a committee that allocates resources.
- 2In a factory, the sales department promises a client a lead time that production capacity cannot meet.
- 3At a consulting firm, an employee wants working arrangements that go beyond the standard policy.
- 4At a private school, a mid-year budget cut threatens activities that are already under way.
About this test
This test uses situational judgement tests (SJT), true/false questions and prioritisation exercises to assess your real behaviours. Each answer is weighted: there is no obvious "wrong" answer.
How to read your result
High result
A high score describes someone who can make the case for their team's needs with solid arguments while remaining a reliable partner for other departments and for management.
Result to develop
A score to develop suggests that some internal negotiations, with management or between departments, remain harder to handle. The report points to the situations concerned and ways to gain influence without straining relationships.
Roles where this skill is decisive
- Project manager
- Frontline manager
- Production manager
- Site director
- Logistics manager
- Public sector policy officer
Who is it for?
Candidates & Professionals
Assess your behavioural skills through realistic scenario-based questions. Get a detailed AI report on your strengths and development areas.
Recruiters & HR
Integrate this test into your selection process to objectively assess your candidates' soft skills.
Frequently asked questions
What is meant by internal negotiation?
It is any discussion held within your company to obtain a resource, a deadline, a decision or a change in your working conditions: a budget request, sharing an expert between two projects, an annual review, a disagreement between departments. Unlike a commercial negotiation, the parties belong to the same organisation and will keep working together whatever the outcome.
Is this test suitable for people who are not managers?
Yes. Several scenarios involve employees with no team to manage: an analyst who wants to take a long training course, a consultant asking for more remote work, a lawyer called on urgently by another department. The test is therefore aimed at anyone who has to argue for a request with their manager or win the cooperation of colleagues.
How does it differ from an influence test?
An influence test looks at the ability to rally people around an idea or a project. This one focuses on exchanges where interests diverge and a precise agreement has to be reached: who provides what, by when, in return for what. It also takes into account behaviour after the decision, an aspect specific to life inside an organisation.
How can a company use the results?
When hiring, the test lets you compare candidates for cross-functional roles on identical situations, in 35 minutes and 20 questions. The AI-generated behavioural report highlights strengths and areas for development, which helps prepare the interview. An employee can also take the test in free mode to take stock of their own practice.