In a recent video for the ICTC-CTIC DWCA series, Debbie Mastel tackled a key challenge in hiring for technical roles: how do you accurately measure a candidate’s skills before making a hire?
Many companies turn to technical assessments as a solution, but not all assessments are created equal. When designed and executed well, they help companies:
✔️ Identify truly qualified candidates rather than relying solely on resumes.
✔️ Ensure job fit by testing real-world skills needed for the role.
✔️ Streamline hiring by eliminating unqualified candidates early in the process.
However, a poorly designed assessment can drive away top talent or waste valuable time—for both the hiring team and the candidates.
So, how do you create an effective technical assessment that works for you, not against you?
Here are the key do’s and don’ts to keep in mind.
The Do’s of Technical Assessments
Keep It Relevant
A great technical assessment should directly relate to the job. Before finalizing the test, ask yourself:
- Does this mirror real tasks the candidate will perform?
- Are we testing must-have skills rather than nice-to-haves?
A good practice is to have someone on your team take the test to ensure it aligns with the actual job requirements.
Be Upfront About the Process
Springing an unexpected technical assessment on candidates after an interview can be frustrating and may cause strong candidates to drop out. Instead, set clear expectations:
- Let candidates know from the start that an assessment is part of the process.
- Explain what it entails and how long it will take.
- Provide a timeline so they can prepare accordingly.
Limit Assessments to Your Top Candidates
Assessments take time—for both your hiring team and your candidates. To avoid wasting effort, only ask the top 1–2 candidates to complete the assessment, rather than using it as an initial screening tool.
Use Assessments Alongside Other Hiring Criteria
A strong technical assessment is just one piece of the hiring puzzle. Combine it with:
✔️ Structured interviews
✔️ Past experience evaluations
✔️ Cultural fit assessments
By considering multiple factors, you avoid eliminating great candidates just because they may not excel in a single test format.
The Don’ts of Technical Assessments
Don’t Make It Too Long
A multi-hour assessment will turn away top candidates. Highly skilled professionals are in demand—they won’t jump through unnecessary hoops when other companies make the process easier.
Keep the assessment:
- Short and focused (ideally under 60 minutes)
- Aligned with real job tasks rather than theoretical exercises
Don’t Use a One-Size-Fits-All Test
Every job is different, and a generic assessment won’t accurately measure a candidate’s suitability for a specific role. Customize tests for:
✔️ The skill level required (junior vs. senior roles)
✔️ The tools and technologies used in your business
Don’t Treat It as the Final Decision-Maker
Technical skill is important, but hiring isn’t just about skills. Consider:
✔️ Soft skills – Communication, teamwork, and adaptability matter.
✔️ Problem-solving approach – How a candidate thinks through challenges is as important as their final answer.
✔️ Attitude and coachability – A slightly less experienced but adaptable hire may outperform a highly skilled but rigid candidate.
Key Takeaways
- Keep technical assessments relevant, short, and aligned with job tasks.
- Be transparent with candidates about the process from the start.
- Use assessments strategically—only for top candidates, not as an early filter.
- Don’t rely on test results alone—combine them with interviews and experience evaluations.
A well-designed technical assessment can be a powerful tool to identify the best talent—without losing great candidates along the way.
Not sure if your hiring process is attracting the right talent? Let’s talk! Book a call with Debbie to discuss how to refine your technical assessments and streamline your hiring strategy.