The Many Ways Your Brain and Talents May Be Assessed

If you’re searching for a job opportunity, you’ve probably encountered skills, aptitude, or personality assessments. Often, an evaluation is tied to the application process on LinkedIn or Indeed, providing a structured mechanism for employers to evaluate candidates’ competencies and potential performance. This article delves into the LinkedIn and Indeed assessments and other kinds of assessments job seekers may encounter as they progress through the process.

Assessments on LinkedIn and Indeed

Here’s the overview of what to expect from the tests on these platforms.

LinkedIn Skill Assessments

• Purpose: LinkedIn Skill Assessments allow members to demonstrate their knowledge of specific skills listed on their profiles. Subject matter experts and leaders in the LinkedIn Learning community create these.
• Format: A typical assessment consists of 15 multiple-choice questions, each testing at least one concept or subskill related to the chosen skill.
• Adaptive Testing: LinkedIn employs a computer-based methodology called adaptive testing. It recognizes your skill level and adjusts the questions accordingly.
• Scoring and Badges: Once completed, your answers are scored, and an assessment report is generated. If you score in the top 30% (compared to a curated benchmark), you receive a skill badge. You can display this badge on your profile.

Important Note: Deleting your score and report means you won’t be able to retrieve them, retake the same assessment for six months, or receive LinkedIn Learning course recommendations or job opportunities.

Indeed Assessments

• Purpose: Indeed Assessments help employers screen candidates efficiently. They offer over 150 expertly designed test modules across various job levels and industries. Employers can choose from multiple assessments to match their specific requirements.
• Types of Assessments: These assessments cover aptitude, cognitive abilities, and specific skills relevant to the hiring needs.
• Benefits for Employers
• Quickly identify serious applicants.
• Evaluate qualifications in practice.

Five Types of Assessments to Anticipate in the Hiring Journey

The type of assessment you can expect will relate to both your industry and the role you are applying for. Here’s an overview of some of the most common.

1. Technical Skills Assessments

Nature: These assessments help hiring managers evaluate the technical competencies required for specific roles, particularly in IT, engineering, finance, or science.

Format: They may include coding challenges, problem-solving exercises, or case studies relevant to the job. The tasks might include multiple-choice questions, interactive coding platforms, or simulation-based environments.

Execution: Some are timed to assess accuracy and efficiency. They might include real-world scenarios in which the candidate must apply their knowledge to solve practical problems.

2. Soft Skills Assessments

Nature: These help employers evaluate interpersonal, communication, and organizational skills.

Format: They often consist of situational judgment tests where candidates choose how they would react in various workplace scenarios. Other formats include personality quizzes or behavioral assessments.

Execution: These are usually not timed and do not require a verbal response. They’re often questionnaire-based, requiring candidates to rate their agreement with statements or to choose actions they would most likely take.

3. Language Proficiency Tests

Nature: These tests are essential for roles requiring fluency in specific languages.

Format: May include sections on reading comprehension, writing, speaking, and listening.

Execution: These can be timed and might require verbal responses, especially for assessing speaking skills. Some platforms use AI to evaluate spoken responses for pronunciation, fluency, and accuracy.

4. Simulation-Based Assessments

Nature: Simulations mimic real-world job tasks that candidates would need to perform in their roles.

Format: It can be very interactive, often using video or animated scenarios in which the candidate must make decisions or solve problems.

Execution: These are typically timed and complex, designed to assess how well a candidate can think on their feet.

5. Interactive Problem-Solving Assessments

Nature: Focus on a candidate’s ability to solve problems and think analytically.

Format: May include logic puzzles, numerical reasoning tests, or strategic thinking exercises.

Execution: Often timed, requiring candidates to demonstrate their problem-solving skills under pressure. These may include real-world business scenarios requiring analytical skills and decision-making.

Coming Soon: The Influence of VR and Gaming 

There may come a day when you’ll be handed a headset like Apple Vision Pro as part of the recruiting process. Virtual reality (VR) and augmented reality (AR) are likely to shape the future of assessments in recruitment. Expect immersive technologies to simulate real-world job scenarios, allowing candidates to demonstrate their skills in a controlled environment.

Expect to find game-like elements incorporated in assessments to engage candidates and provide a more immersive evaluation experience. Who wouldn’t vote to make the whole process more fun?