How do you use a skills assessment test for candidates?
A skills assessment is a test or exercise that measures job-related ability in candidates, such as a work sample, writing task or technical exercise. Use it only for skills the job requires, give every finalist the same test and scoring guide, offer reasonable accommodations, and review results by group for adverse impact.
US federal rules as of 31 October 2026.
At a glance
- Test what the job needs on day one. Do not test for traits unrelated to the work.
- A short work sample usually predicts better and feels fairer than a puzzle.
- Anyone with a disability may need an accommodation to take the test.
- Federal selection guidelines expect you to watch for adverse impact. See 29 CFR Part 1607.
Which types of assessment can you use?
| Type | Example | Best for |
|---|---|---|
| Work sample | Draft a customer reply; build a small spreadsheet | Most roles |
| Technical exercise | Code a short problem; review a document | Technical roles |
| Knowledge test | Questions on safety or procedures | Regulated or safety roles |
| Role play | Mock customer call | Sales, support |
| Situational questions | "What would you do if..." | Early filtering |
Step by step
- List the must-have skills from the job description.
- Choose the shortest exercise that shows them. Keep it to the time you would accept in your own day.
- Write the scoring guide before candidates start: what a 1, 3 and 5 look like.
- Tell candidates the format, time and how it is used. Offer a way to ask for an accommodation.
- Run the same test for every finalist for the role, under the same conditions.
- Score blind where possible, hiding names and other details that are not relevant.
- Combine with an interview using an interview scorecard. Never decide on the test alone.
- Review outcomes by group periodically. If a test screens out a protected group at a notably higher rate, you need to show it is job related and consistent with business necessity.
Legal cautions
- Disability. The EEOC page on disability discrimination covers accommodations in hiring. Tell candidates how to request one.
- Adverse impact. The Uniform Guidelines on Employee Selection Procedures (29 CFR Part 1607) apply to selection procedures. Keep records of who took the test and the results.
- Paying for time. A long unpaid exercise is hard on candidates. Keep it short and respect their time.
- Candidate data. Protect test materials and results, and delete them on your retention schedule.
Using screening questions on LiveRec
If you screen applicants on LiveRec you can add screening questions and assessments to a job. See screening questions and assessments.
FAQ
Can I use a free online test? Yes, if it is job related, scored consistently and accessible. Check that it measures the skill you need.
Should I give feedback on the test? Yes, a short note builds trust and improves your brand.
Sources
- Uniform Guidelines on Employee Selection Procedures, 29 CFR Part 1607 - https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XIV/part-1607 (accessed 31 October 2026)
- EEOC, Prohibited Employment Policies/Practices - https://www.eeoc.gov/prohibited-employment-policies-practices (accessed 31 October 2026)
- EEOC, Disability Discrimination and Employment Decisions - https://www.eeoc.gov/disability-discrimination-and-employment-decisions (accessed 31 October 2026)
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.