RELEVANT TO REAL JOBS: Our questions focus on knowledge that is important to the job AND that would be expected to be known by a qualified candidate.
Unless otherwise stated, questions are designed for a candidate that has at least 3 years of experience performing the job in a competent and professional manner. Questions generally address job tasks that are either the most frequently performed (such as managing database backups for a DBA), or those tasks that are so critical that an innate knowledge related to them must be held by the candidate (such as a system admin troubleshooting a down server).
PRACTICAL QUESTIONS: The subject matter of our questions is non-trivial and does not deal with arcane facts, contrived practices, or infrequent tasks or situations.
For instance, a question that asks about complex syntax errors that would typically get caught in compilation should be avoided, since the candidate would typically use a tool (the compiler) to help spot these issues. On the other hand, a logic error in code that is not caught by the compiler would be OK to test if it were an important aspect of the job. Similarly, detailed questions about tasks performed once or twice a year, such as installing a new database server, should generally be avoided, since it is reasonable to expect that the candidate would be expected to have access to reference material and guides to perform these tasks.
NO REFERENCE MATERIAL EXPECTED: Qualified candidates should be able to answer the questions without external reference materials.
ReviewNet expects that all information required to answer each question is either considered to be readily recallable by the candidate or is provided in the question. While researching questions is a valid skill, ReviewNet attempts to determine if a candidate has hands-on experience with the technology. By designing questions under this philosophy, the amount of time a candidate takes to correctly answer a question provides strong evidence of hands-on vs "looked up" experience.
Supports multi-stage testing and interviewing: Apply lightweight screening assessments early and often, and heavyweight assessments for qualified finalists.
Use short multi-topic assessments with all candidates early in the hiring process for broad skill-to-position matching and to set a common framework for evaluating candidates. The small time investment required of candidates avoids "turning off" well-qualified candidates before they've become more invested with pursuing your opportunity.
More difficult or lengthier assessments should be used later in the hiring process, prior to an in-depth technical interview. Finalist candidates are more invested in your opportunity, and conducting a "heavier" assessment prior to the interview provides a repeatable outline for interviews, and excellent talking points for the interviewer.
Tests are designed to drive and structure interviews, not replace them.
ReviewNet tests do not replace interviewing for evaluating technical staff, but they can make it a lot easier. By using a ReviewNet FlexSpec or SmartFit assessment to target the exact skills you need for your position, you provide a framework for consistent evaluation of candidates. Candidate performance on the test, even with a few questions per topic, can provide a good indicator of strengths and weaknesses.
Tests incorporate candidate self-assessments for better screening.
Candidates usually have the best understanding of their true skills and experience. If you could rely on a candidate to provide an honest and accurate self-assessment of skills, you could reduce the amount of testing and technical interviewing required throughout the hiring process.
ReviewNet's approach allows you to validate self-assessments in addition to using test performance to directly measure skills. In essence, the test "keeps the candidate honest"
With ReviewNet SmartFit, your candidates’ test questions are directly influenced by the answers provided by your candidates during their self-assessment. SmartFit allows you to define the skills that you deem the most important for your job position and combine that information with the insight gained from the candidate self-assessment process to create a custom built test tailored to each individual candidate. This method encourages candidates to provide an accurate representation of their skill levels during the self-assessment process.
ReviewNet supports reference checking by making it easier for both you and the reference.
With ReviewNet, you can go one step further and collect technical references using custom survey questions. The answers can then be used later in the hiring process with your finalists. Getting a valid technical reference is a lot easier if you start by asking the candidate’s reference to simply confirm the skill ratings and answers to the survey questions provided by the candidate during their ReviewNet test session.
Whether you intend to do a reference check or not, by informing your candidates of the possibility you'll get more accurate self-ratings.
ReviewNet's Test Library features over 300 technologies.
The ReviewNet assessment system is powerful yet simple, and uniquely tuned to the IT hiring process. Our internet-based skill testing system has over 300 technology tests and 15,000 job focused questions, kept up to date by a network of practicing IT professionals. Check out our test library and you'll find most major (and a lot of minor) technologies used in mid-level IT positions.
At ReviewNet, we understand that companies often need a wide variety of skills in even a single position, and the ability to combine them in a single screening. ReviewNet FlexSpec was designed specifically for that reason. With ReviewNet FlexSpec, you can mix and match topics from multiple technologies and easily combine them into a single assessment test.
The ReviewNet Test Library includes older versions of technologies as well as the newest.
Companies sometimes need to hire staff or consultants to maintain legacy systems, with older versions of software. You know, the "old stuff". ReviewNet has been producing IT screening assessments since 1997, and with over 15,000 questions and hundreds of tests, we have the new technologies AND the "old stuff"
ReviewNet tests are defined and written by practicing IT professionals.
Practical tests come from practicing professionals. ReviewNet assessments are written and reviewed by IT professionals currently employed using those technologies. The typical ReviewNet author also has experience conducting technical interviews, and uses that insight in their authoring.
ReviewNet test topics emphasize skills needed for jobs.
The list of topics contained within each assessment reflect the key skill areas that need to be mastered for a specific job. Our test topics and test question focus on real world job experiences that are necessary for a candidate to perform their job successfully on a day-to-day basis.
ReviewNet features multi-skill customizable tests that are tailored to match your job positions.
Most jobs require knowledge of multiple skills in different technologies. ReviewNet allows companies to easily create their own multi-skill test that reflects the exact needs of their job and evaluates multiple IT skills within a single assessment. This custom test, called a ReviewNet FlexSpec, requires no programming and can be easily setup and administered by the customer. The customized FlexSpec assessment can also be saved and reused to assess multiple candidates applying for the position, providing the hiring manager with a precise assessment tailored to the exact needs of the job.
ReviewNet pre-employment screening tests are different than certification tests.
The subject coverage of a pre-employment screening test is different from a certification test provided by a software vendor. A software certification test will cover all of the features of the software, not necessarily weighting those that are most likely to be used. A pre-employment screening assessment should emphasize those topics that are critical to day-to-day success in a job. With ReviewNet, you can be assured that the topics covered during your candidate’s pre-employment screening are those topics essential to the daily tasks associated with that job position.
Candidates are expected to cram to pass their certification exams, and if they don't use much of the information they memorized it quickly becomes lost. On the other hand, ReviewNet tests are designed to measure recent hands-on technical experience for those skills most needed in the field.
ReviewNet is for Employers Only and does NOT sell to candidates.
ReviewNet only sells tests to employers of IT professionals. We verify our customers before we issue tests. We never sell tests to candidates.
Why? Because ReviewNet's purpose is to help employers make better hiring decisions. If a candidate can purchase a license to practice on the very questions that you are using to evaluate them, how can you trust their performance? A candidate who practices might perform much better than their actual level of expertise skewing the results of the assessment test.
Some firms allow both employers AND candidates purchase tests. ReviewNet believes you have to choose one or the other in the world of pre-employment screening, and we've choosen to serve employers.
ReviewNet is designed to support candidate evaluation.
We strongly emphasize that ReviewNet be used only to evaluate experienced candidates, because that is what it was designed to do.
Trainees do not do well on ReviewNet assessments. The questions are harder, and generally built to get at real-world experience. We also work to keep a test statistic pool that effectively represents experienced technical professionals, so that when a candidate returns a score at the 50th percentile (half of the scores are higher and half are lower), that means they are average. Average can be just fine, depending upon who is in the pool.
ReviewNet limits test access to give you better insights.
ReviewNet restricts access to our tests so that the statistics for our tests represent the scores of experienced IT professionals.
Why? Because the statistics that represent the pool of overall test takers provides an important comparison for the performance of your candidate. For example, say you have a test for rocket scientists, and you only let people you have reasonably pre-screened to be rocket scientists take your test, then an average performer in the test will be just your average rocket scientist, which may be fine. However, if you don't know who is taking your test, or how many times they've had to practice it, what does the score mean? With ReviewNet, employers generally only use an assessment to evaluate a candidate after they have already done a level of resume and personnel screening. That means an "average" score for ReviewNet is from a population of reasonably qualified candidates for that technology.
ReviewNet tests feature detailed time tracking.
The first level of verification comes from a simple reasonability check on time spent in the test. ReviewNet keeps track of the time spent on every session, and amount of time spent on each question, including those that are simply viewed but not answered. The amount of time spent on each question and overall is compared with expected values. If the time taken deviates from expectations, the employer may be concerned about outside help or resources, which they can confirm with a ReviewNet Verification session.
ReviewNet’s VERIFY function allows on-demand "smart" re-testing.
ReviewNet can generate a mini "re-test" using specially selected questions from a candidate test sessions to validate performance.
This re-test, is called a Verify session and can be set up in less than a minute. The Verify session includes questions (or similar questions) that the candidate answered correctly and quickly. The expectation is that if the candidate answered the question correctly without assistance initially, they should be able to do so again for a high percentage of the questions.
Optionally, the Verify session can be conducted in a more controlled environment, such as during a follow-up phone call, or on-site prior to an interview.
ReviewNet can be used as an interactive interview tool with "Live" ReviewNet Sessions.
ReviewNet can also be used as an interactive tool during a phone interview. Candidates can be given limited access to their test session under the control of an interviewer, who can direct them to specific questions, and ask them to explain their rationale for selecting their answer. The previously chosen answers can be hidden from the candidate as well. An explanation of the answer choices are available on-line for the interviewer, giving them the ability to evaluate responses even with limited personal technical experience.
Mix and match test topics to create your own custom test.
ReviewNet allows customers to easily set the emphasis of different skills to create their own multi-skill test. This custom test, called a ReviewNet FlexSpec, requires no programming and is easily performed by the customer. With ReviewNet FlexSpec, you can create your own custom tests that reflect the exact needs of your job position and evaluates multiple IT skills within a single test session.
With ReviewNet, you can shorten test times without sacrificing results.
The ReviewNet SmartFit test format maximizes the insights gained from each question using a combination of candidate self-analysis and customer goals. In a test session using SmartFit, questions are chosen at test taking time. The SmartFit selection algorithm assigns more questions to those topics with high customer priority and candidate self-ratings. Fewer questions are generated for lower priority topics, or those topics that are not claimed as strengths by the candidate.
The result is a shorter test session that emphasizes those topics that matter to both the employer and the candidate. For a more detailed explanation, see SmartFit engine / Job Fit Reporting.
ReviewNet allows you to use your own questions.
Users can use ReviewNet authoring tools to enter questions to be used in scorable test sessions or for information collection before or after the test session.
With ReviewNet, streamlined session setup is easy.
Conducting repeatable testing sessions for 2 to 2,000 candidates is easy with ReviewNet's job position template.
Every test session is initialized with the defaults and parameters in a Job Position template. The job position holds default values for the screening process, including the test, the options for the test, such as time limits, the report format, the inclusion of custom surveys, who should receive the results, and many other options.
Companies can have any number of job positions, allowing complete control over the screening process.
Choose tests that match the job
Match versions, don't overtest.
Test as little as possible to get the information you need
Use multi-topic screening tests, particularly in SmartFit format to minimize candidate time but still yield a high level assessment on the topics most important to you. You'll have a common frame of reference for camparing candidates, and your candidates won't feel abused by the process.
Minimize the time required by candidates to give you the information needed to get to the next step
With respect to skill testing, this means keep the questions readable, and use only as many questions as you need to get a reading of their proficiency.
ReviewNet is continually working to make tests shorter without compromising the quality of information. You will see that newer test questions are often in a multi-correct answer format, or that questions that have background information will often have several related questions that allow the candidate use a familiar example.
Increase the rigor of your selection process proporationally to the interest you have in the candidate
Making your candidates go through a time-consuming screening process early on may keep you from hiring many unqualified candidates. But it will also prevent you from hiring many more well qualified candidates who will simply opt out of applying.
Treat your candidates the way you would want to be treated
The Golden Rule applies to many things, including pre-employment screening.