Test your candidates during your interview rounds
Screen candidates easily with a short, job-specific test. That leaves you valuable time for in-depth conversations with the applicants who fit best.
The most valuable time in any hiring process is the personal conversation. Across the table you discover how someone thinks, how working together would go, and whether there is a real click. Those moments deserve your full attention — which is why you would rather spend them with candidates you know already have the right level of expertise.
A CV mostly shows what someone says they can do. Whether that holds up often only becomes clear during the first interview. By then you have easily spent an hour on it. Whether you recruit for a client or for your own organisation: you can only spend that time once.
With our latest feature, we turn that around. From now on, Tests let you give candidates a short, job-specific screening up front. The test takes the first round of filtering off your hands, and you keep your time for inspiring conversations with the right people.
Why we built it this way
The easiest route for us would have been a generic library of ready-made assessments: “Java, intermediate” or “Customer service, level 2”. We deliberately chose not to. Generic tests measure generic roles, while your specific role calls for something made to fit. The person who really knows which knowledge is needed is you — together with the client, team lead or subject-matter expert.
One practical problem says more than an hour of talking about the theory.
That is why you can set up every question exactly the way you want: a paragraph of context, a clear table or a piece of code. A targeted question shows within half a minute what a generic question never brings to the surface.
Build once, use everywhere
A test belongs to your team, not to one specific vacancy. You create a test such as “Technical screening — Embedded” once, ideally together with a subject-matter expert. After that, you can easily use it for every vacancy where that particular level of knowledge is required.
What differs per vacancy is simply who receives the test, who completes it and how the scores turn out.
That makes your test questions fully reusable. A strong set of questions on numeracy, business English or debugging stays saved in your team’s library. What you learn from one vacancy, you use to sharpen the questions for the next. And because results are stored strictly per vacancy, different shortlists never get mixed up.
Deliberate choices for now
- No shared library between teams: You always work with the specific questions that are relevant to your organisation or client.
- Manual marking for open questions: Open answers are deliberately marked by people, not by an algorithm. A wrongly configured automatic answer key would unfairly reject candidates with a creative or smarter solution.
How it works
You create and manage a test under Tests in the main menu. Sending it happens directly from the specific vacancy.
- Create a test: Under Tests, type a clear name and click New test. The editor opens straight away.
- Add questions: Choose Multiple choice (marked automatically as soon as the candidate submits) or Open question (marked by you). Assign points, and use a weight of 2 for questions that should count extra.
- Watch the time indicator: At the top right you see the expected length live. Does it turn amber (over 30 minutes)? Then make the test a little shorter. A compact test noticeably increases the response rate.
- Use the drafting assistant: Not finding the right questions straight away? Draft questions for me generates a first draft from a short job description. You can then adjust it however you like.
- Link it to the vacancy: Click Publish. Open the vacancy you want, go to Edit → Tests and choose the test you created.
Easy to send and follow up
As soon as you link the test, the vacancy’s entire shortlist appears.
- Click Create N links to give every candidate a unique, personal link.
- Click Copy link and send the invitation through the channel you normally use.
The overview shows exactly where each candidate stands: No link yet, Link created, Opened the link, Started, or Answered (including date and time). At the bottom of the list you immediately see each candidate’s score and how long they took. That way you see at a glance who you want to invite for an interview.
The benefits at a glance
| Benefit | What it gives you |
|---|---|
| Focus on quality | You only talk to candidates who have already shown their level of expertise. That saves you and the hiring manager valuable time. |
| Stronger conversations | You start the conversation with concrete answers on the table. Instead of assumptions, you can go straight into depth on what someone has shown. |
| Maximum reusability | A good set of questions is ready for you at every next vacancy or interview round. |
| Central marking | You mark open answers clearly in one place, right next to the answers of other candidates. |
| Continuous improvement | See per question how many candidates got it right and how long they took. Does a question turn out to be a bottleneck? Then you simply adjust it. |
Get started
Are you a Team Admin? Then you will find Tests right in the main menu. Sending happens from the vacancy in question via Edit → Tests.
For candidates the experience is as easy as it gets: all they need is their unique link. The test shows one question at a time and requires no account or app installation.
Want to know more about marking or the handy pace badges? You can read all about it in the manual under Tests.