Create skill assessment — test expertise online

A skill assessment checks expertise or practical abilities online and delivers an objective result. In the application process it helps validate CV claims — anyone stating "Excel: advanced" can prove it in ten questions or not. In further education context it helps measure knowledge level before and after a course. In sales it helps certify product advisors.

The advantage over unstructured interviews: comparability. All candidates answer the same questions under the same conditions. This reduces unconscious bias and makes decisions more traceable. The prerequisite, however, is a well-constructed test — bad questions produce bad results no matter how objective the procedure looks. Invest time in question development, pilot the test and calibrate regularly using real performance of test graduates on the job.

A good skill assessment has a larger question pool than the actually asked questions. With 50 pool questions and 10 randomly selected, the risk of candidates passing the test verbatim to follow-up applicants reduces. Mix different difficulty levels — for example three easy (basics), four medium (application), three hard (complex scenarios) — so all competence levels can be differentiated.

Mind question quality. A good test question is clearly phrased (no ambiguity), has clearly correct and wrong answers (no "depends"), and actually tests the desired competence (no hidden language or logic puzzle when you actually want to test Excel). Have every test reviewed by two or three experts before going live — there are almost always confusing phrasings or errors in the solutions. The calculation engine can weight answers — hard questions more points than easy ones — if your model provides for it.

A bare point value says little — score bands give meaning. Define three to five tiers: basic knowledge (0–40 points), extended knowledge (41–70), advanced (71–90), expert (91–100). These labels are more meaningful than pure numbers and allow pragmatic decisions — for example "from tier three HR invites for an interview".

Honest calibration of the bands matters. Anyone setting them too generously loses differentiation. Anyone setting them too strictly rejects usable candidates. Best practice: have 20 to 30 known persons take the test — top performers from the team and applicants you would not have hired. Compare their scores with actual job performance and adjust the bands. Yearly re-calibration does no harm because requirements shift. Give the candidate constructive feedback at the end — not just "you have 65 points" but "in area X you were strong, in area Y still developable".

A passed test with certificate has a different value than a test without. The certificate is evidence towards third parties — employers, customers, internal stakeholders. It can be generated digitally as PDF with a unique certificate number, pass date and validity period. Important: the certificate should be verifiable, for example via a public URL where third parties can check authenticity.

Think carefully about what the certificate signifies. A test passed once does not mean the holder still has the knowledge three years later. Set a validity period (e.g. two years) and offer a refresher exam. This creates recurring business and increases perceived value of the certification. Via webhook, passed certificates can be transferred to CRM or LinkedIn — the certified person shares their success and you get free reach. Mind a professional layout with logo, signature and serious tone — an ugly PDF devalues the whole exercise.