Assessment Creation - Best Practices for Employers

Know some of the best practices to create a well-balanced test

Good assessments always begin with the specifications of clear, measurable, and specific objectives. Assessments are created to measure a candidate's skills, knowledge, and command on the respective domains.

We have listed down some of the Best Assessment Creation Practices that will help you create perfect assessments while enhancing candidate experience at the same time.

1. Fun & Quick Assessments

Though assessments are a tool to assess a candidate’s skills, it should not be laborious and boring. Compact assessments with a dash of fun are always well received by candidates. Cognitive effort is a limited resource, and more often than not, pre-employment assessments are all about applying your cognitive ability to the fullest. In these circumstances, the quality and length of assessments play an important role. An assessment of 15 minutes with 10 MCQs (Multiple Choice Questions) is likely to have a high ratio of candidates' attempts rather than an assessment of 60 minutes with 100 MCQs. An assessment with a balanced question to time ratio augurs well for the candidate attempting it.

Quick Tips

  • Create assessments with a balanced question to time ratio.
  • Create assessments that have questions that are crisp, easy to read, with appropriate images/videos to garner interest.

2. Equal Employment Opportunities Guidelines (EEOC)

Many countries have made it mandatory for organizations to follow Employment Guidelines that disallow discrimination of any kind. In the USA, the EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant. Assessments should thus be made considering the EEOC guidelines, whereas a candidate with a disability should also get an equal opportunity to attempt the test.

Quick Tips

  • Ensure the questions do not violate any federal or EEOC laws.
  • Ensure the questions do not cause a disparate impact on minorities or protected groups.
  • Do not choose questions that are overly personal in nature.

3. Types of Questions

  • A significant factor in creating the right assessments is the choice of questions. While MCQs mostly focus on understanding the candidate across a much wider range of content, scenario-based, or subjective questions can offer insight into the candidate’s analytical thinking depth.
  • What, How, and Why type pf questions generally provide a better measure of the candidate’s knowledge application.

a. What questions measure factual knowledge and often have reasonably simple, straightforward answers.

E.g., What are the similarities and differences between Roman gladiatorial games and modern football?

b. How questions often require the candidates to analyze, evaluate, or synthesize a knowledge base and then predict different approaches or outcomes.

E.g., Jack is being considered for a leadership role, and he ends up coming late for a crucial meeting. As his superior, you have to confront him? How will your approach be?

c. Why questions showcase the candidates' evaluative trait and often require them to employ multiple cognitive abilities to arrive at the answer.

E.g., Why are surveys a good method of obtaining data?

Questions that stimulate the How aspect of the candidate’s answer are beneficial to both the employers and job applicants/employees. This allows the candidate to express their thoughts and employers to analyze them.

Quick Tips

  • Select a mixture of MCQs and Scenario-based questions.
  • Focus on How type questions.
  • Do not choose questions that are too lengthy to read.
  • Do not select scenario-based questions that discriminate based on race, ethnicity, religion, sex.

4. Candidate Engagement

  • Assessments are a good way to enhance the candidate experience. The duration of the assessment, type of questions, and precise instructions are crucial factors in creating the ideal assessment and providing a seamless candidate experience. Assessments that are a good mix of MCQs, subjective, audio & video questions will make it a fun and interactive experience for the candidate.

Quick Tips

  • Use images, audio & video clips where possible.
  • Be precise in pre-assessment instructions as well as for instructions that appear during the assessment.
  • Quick and versatile assessments make it an enjoyable experience for candidates.

Additionally, our customer success team can always assist you in creating the right assessments. Please write to us at