Pre employment testing service questions answered

SkillsValidator validates whether a candidate or employee demonstrates the skills a role requires. You set the role, skills, seniority and validation style, then the builder generates a rubric per skill and 3 to 6 tasks in minutes. Work samples and explain-back follow-ups connect each score to evidence. See how it works for the full process.

Yes. The same evidence-based process supports technical and non-technical roles, including sales, support, finance and operations. Choose Work sample, Scenario decisions or Code task to match the work you need to evaluate. Tasks and rubric criteria follow your selected skills and seniority, so a strong result reflects the requirements of that role rather than a generic test.

A Skills Report includes a score per skill, quoted evidence, the rubric line by line and a recommendation band of strong, verify or not shown. Explain-back answers and integrity signals provide context for review. You can compare candidates side by side on the same role and share a PDF or report link with authorized reviewers. Explore the product features.

Explain-back follow-ups ask candidates to explain decisions in their own submissions. A polished answer alone does not establish skill when the candidate cannot explain the reasoning behind it. Reviewing the work and the explanation together helps your team probe understanding, tradeoffs and gaps. The resulting evidence supports a focused interview rather than a hiring decision based only on a score.

Integrity signals include paste events, typing rhythm, time-on-task anomalies and similarity to known AI output. These patterns indicate something to review, rather than proof of misconduct or a definitive label of AI authorship. Legitimate tools and accessibility needs can affect patterns. Reviewers consider the submission and follow-ups alongside the signals, as described on the security page.

No. Every integrity flag goes to human review and never causes automatic rejection. A reviewer considers the work, the candidate's explanation and relevant context before deciding what follow-up is appropriate. The strong, verify and not shown bands summarize skill evidence rather than final employment decisions. Employers remain responsible for their hiring decisions and how they use the report.

Candidates open an employer invitation link, complete role-specific tasks and answer follow-up questions about their own work. The employer explains the purpose of the evaluation and any rules about assistance before participation. Candidates never pay to complete a validation. Questions about the role, the hiring decision or an accommodation belong with the employer running the process.

Candidates request accommodations through the employer before or during the evaluation process. The employer determines appropriate adjustments, communicates task expectations and considers accessibility needs when reviewing results. Integrity flags still receive human review, since input methods, assistive tools or interruptions can influence signals. Consistent, job-related criteria and a documented review help the employer evaluate the evidence in context.

No. SkillsValidator supports job-related, consistent and documented evaluation without providing legal certification or a compliance guarantee. Some US jurisdictions regulate automated employment decision tools. The employer decides whether those rules apply and remains responsible for notices, required assessments, accommodations and hiring decisions. This information is not legal advice. Review the fair use practices and service terms.

The employer controls candidate data and determines why it is collected, who can access it and how long it is retained. SkillsValidator processes that data on the employer's behalf. Candidate data is never sold or used to train models for other customers. Candidates can direct access, correction or deletion requests to their employer. The privacy policy explains these responsibilities.

SkillsValidator uses encryption in transit through TLS and encryption at rest. Access is limited to authorized users, with role-based access on supported plans. Scale and Enterprise include SSO and an audit log. Employers set retention controls and manage report access for their teams. Review the security practices for the controls and Enterprise documentation available for procurement review.

A candidate who passes can opt in to a free, portable Verified Skills profile that records validated skills. Participation is optional and separate from the employer's evaluation. Scale and Enterprise teams can search opted-in profiles through Talent Pool. Candidates never pay for the profile. Profile participation does not transfer control of the employer's private submissions or hiring records to another employer.

ATS export depends on your subscription. Starter includes CSV, Growth includes CSV plus webhook, and Scale includes API plus webhook. Enterprise supports custom integrations. Your team decides where exported candidate information goes and controls access in the receiving system. Compare plan features to choose the export method that fits the recruiting workflow you already use.

Yes. Reviewers can compare candidates side by side for the same role and use a shareable report link or PDF to discuss evidence. Growth and Scale provide branded reports, and Enterprise provides white-label reports. Share only with authorized people who need the information for evaluation. Review skill criteria and quoted evidence together rather than treating a recommendation band as the decision.

Growth includes roles for team access. Scale adds SSO through SAML and an audit log, alongside 20 seats. Enterprise includes unlimited seats, SSO, SCIM, an audit log and data residency. Starter includes 1 seat and Growth includes 5 seats. Review the plan comparison and access controls before deciding which account setup fits your organization.

The hiring company pays a monthly or yearly subscription. Candidates never pay, and there is no free subscription plan. The home page offers a free, one-time demo with one validation build and a sample candidate, without a card. A passing candidate can also opt in to a free portable Verified Skills profile, independently of the employer's plan.

Yearly billing uses a single annual charge while keeping candidate allowances monthly. Starter costs 588 USD per year, Growth costs 1 488 USD per year and Scale costs 3 588 USD per year and Enterprise costs 8 988 USD per year. Monthly and yearly subscriptions renew automatically until canceled. See pricing for the displayed monthly equivalents and full features.

Yes. You can change plans at any time with proration, or cancel at any time to stop the next renewal. Access lasts through the end of the paid period. Unused candidate allowances do not roll over, and refunds follow the terms. Enterprise account creation is self-serve, with questions handled by [email protected].