The adoption of technical assessments is not limited to tech giants; small and medium-sized tech companies also embrace these tools. The reason for this widespread adoption is simple: technical assessments work. And they not only identify top talent but also create a compelling hiring process that keeps candidates engaged and interested.
Whether you need to build a competitive tech team or are wondering why candidates go to competitors instead of joining your team, read this article. We’ve gathered all the tips to create a perfect technical assessment.
6 Reasons for Conducting Technical Assessments
👉 Hard Skills Evaluation. As its name suggests, an IT technical assessment is a way to assess a candidate’s technical abilities. Thus, you can see if the applicant not only shows off an impressive employment history or qualifications in the CV, but has all the necessary skills for the job.
👉Standardization. A technical assessment helps you fairly compare different applicants.
👉Predictive Validity. You can predict job performance more accurately than with traditional interviews alone.
👉Time Efficiency. Identifying mismatched candidates early reduces the cost per hire, which increases with each day of the hiring campaign.
👉Turnover Prevention. A “test drive” before hiring is a two-way process where candidates evaluate your company while you assess them. Realistic job assessments help candidates see if your company matches their career goals and working style, reducing the chances of turnover.
👉Cultural Fit and Problem-Solving Skills. Assessments can show a candidate’s problem-solving style and cultural fit, not just their technical skills.
How to Create Working IT Technical Assessment
Or rather, how to get the most out of a technical assessment? Let’s see ⬇️
Tailor tasks and make them real-world
Test candidates on the skills they will actually need in their roles. Too complicated assessments can confuse candidates and may not show their true skills.
You can combine different formats of assessment.
If it’s written tests…
- Multiple choice questions (MCQs) are good for testing basic ideas in coding, algorithms, and data structures.
- Short answer questions ask candidates to explain their understanding, showing how well they grasp the concepts.
- Problem-solving questions assess a candidate’s ability to apply theory to real situations and test their analytical skills.
If it’s practical tests…
- Coding challenges show how well candidates can solve coding problems in a set time, but they might not reveal all of a candidate’s technical skills.
- Lab assessments evaluate experimental skills and the ability to interpret results.
- Simulation-based assessments are used, for instance, in AI engineering, where real-world testing may be risky.
If it’s technical interviews…
- Pair programming (it’s when candidates collaborate with interviewers to solve coding problems) is great for the evaluation of a candidate’s thought processes in real-time.
- Whiteboard coding (candidates solve problems on a whiteboard) demonstrates a candidate’s problem-solving approach and communication skills.
If it’s automated assessments…
- Algorithmic tests (when candidates write code on the special online platform) allow you to get the instant feedback provided by this platform.
- Automated MCQs can quickly assess theoretical knowledge, reducing your time for check-ups.
One of the platforms for automated assessments is HackerRank with a library of problems that cater to different skill levels, a user-friendly interface, and handy interview kits. Another option is Qualified.io, which allows creating tailored coding tasks relevant to their specific needs and offers collaborative coding opportunities for pair programming. You can also pay attention to CodeSignal, CoderPad, DevsKiller, or Codility, as those platforms have earned a good reputation among tech recruiters.
If it’s take-home assignments…
Take-home projects allow candidates to showcase their skills in their usual environment. They give a clear view of a candidate’s skills but take more time for both the candidate and the evaluator. Take-home projects can be effective for assessing a smaller group of candidates.
Relying only on theory questions or take-home assignments may not fully show a candidate’s abilities. That’s why we recommend adding live coding tests or practical tasks.
How to tailor test tasks to specific IT team roles
Save a few suggestions for which technical assessments to use for different tech roles.
Software Developer: coding challenges (provide coding problems relevant to your project and check the understanding of algorithms and data structures) + pair programming (assess coding style, communication skills, and ability to collaborate) + take-home projects (assign a small project to complete independently).
Data Scientist: coding challenges (test skills in languages like Python or R for data manipulation and analysis) + data analysis tests (assess abilities in statistical analysis, machine learning, and data visualization using real-world datasets) + take-home projects (evaluate skills in cleaning, analyzing, and modeling data to solve a specific problem.
Network Engineer: multiple choice tests (evaluate knowledge of networking concepts, protocols, and technologies) + hands-on labs (assess practical skills in configuring network devices, troubleshooting issues, and implementing security measures + simulation-based assessments (test ability to design and optimize network architectures using virtual environments).
UI/UX Designer: design challenges (evaluate visual design skills, user research abilities, and prototyping skills by providing a design brief) + portfolio review (assess past work samples to gauge design style, problem-solving approach, and attention to user needs) + whiteboard design (test ability to ideate and sketch design concepts collaboratively on a whiteboard).
Cybersecurity Analyst: multiple choice tests (evaluate knowledge of security concepts, frameworks, and best practices) + hands-on labs (assess practical skills in penetration testing, vulnerability assessment, and incident response using virtual environments) + case studies (evaluate the ability to analyze security incidents, identify threats, and recommend mitigation strategies).
Provide Clear Instructions
A lack of guidance can lead to misunderstandings and negatively affect candidates’ performance.
Giving detailed instructions before the assessment helps them know what to expect and do their best.
Standardize Evaluation Criteria
Use scoring rubrics or predefined benchmarks for performance tracking.
Provide Feedback
Giving candidates helpful feedback after the assessment helps them see their strengths and where they can improve, making their experience better.
Consider Candidate Experience
Pay attention to how much time assessments take and their format. It’s important to balance a thorough evaluation with a positive experience for candidates, especially in a competitive job market. When candidates feel valued during the assessment, it boosts their confidence and improves the company’s reputation, turning them into enthusiastic supporters. This is a great chance to generate interest in your open positions and find more suitable candidates 🎯
