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How this test resists AI assistance

Each candidate gets a different set of questions drawn from large pools, and the question order and answer options are shuffled. Questions are served one at a time from the server, the answer keys never reach the browser, and there is no going back to an earlier question. Timing runs on the server, so a reload returns the same question with the time left.

Question text cannot be copied, and a blocked copy is recorded. Each candidate uses a personal invitation link that expires. Signals such as time away from the tab, pastes and very fast answers are summarized in an Integrity Score with a timeline for the employer to review. The signals never decide anything on their own. Employers can also turn on webcam photos, taken only with the candidate's consent.

How to use the result with a work sample and interview

Read the result as one piece of evidence, never as a decision on its own. The report shows a score for each sub-skill, so look past the total: a candidate strong at scheduling but weaker at judging conclusions shows a different pattern from one who is the other way round, even if both totals are similar.

The test shows reasoning on short, self-contained problems. A work sample shows it on your own work. For shortlisted candidates, give a small, real-looking problem: a week of shift requests to fit into a rota, or a short order log with one supplier causing most delays, and ask for a plan or a recommended next step. In a structured interview, ask every candidate the same questions about a past problem. Strong candidates describe the evidence they gathered, not only the solution they chose.

Who should use this problem solving test?

Use this problem solving test for roles that juggle changing tasks and deadlines: administrative assistants, coordinators, project managers, customer service team leads, hospitality and sales staff, and developers who plan their own work. It is an intermediate test of 12 questions in 9 minutes, and candidates may use scratch paper.

It fits naturally into the office administrator, virtual assistant, marketing coordinator and junior developer roles, next to tests of the role's core skills.

The questions use everyday workplace situations such as shift plans, deliveries, room bookings and support requests. Every rule a question needs is stated in it, so no industry knowledge is needed. For roles that follow fixed procedures with little discretion, the test adds less, and a test of accuracy or the core tool usually tells you more about the work the person will actually do.

Problem solving test vs decision making test

The two phrases describe overlapping skills, and this test touches both. Problem solving is about working through the details of a situation: fitting tasks into a schedule, or putting work in order under stated rules. Decision making is about choosing: picking between options using the figures in front of you, and judging which conclusions those figures really support.

Most workplace problems need both. A coordinator who has to move a delivery first works out what the schedule allows, then decides which option costs least, and then has to be sure the conclusion follows from the facts rather than from a hunch.

If a role mostly needs one of them, give that part more weight in the interview. Coordinators and assistants lean on scheduling and prioritizing; analysts and team leads lean on deciding from data and drawing sound conclusions. The sub-skill scores in the report help you see where to focus the conversation.

Common mistakes when hiring for problem solving

Problem solving appears in many job ads, and it is easy to assess badly. Four mistakes come up often.

Brainteasers. Puzzles about how many golf balls fit in a plane say little about how someone solves the problems your role actually has. Use questions and tasks drawn from real work instead.

Rewarding confidence. Candidates who answer quickly and firmly can sound like strong problem solvers. The better signal is what they checked before deciding and whether their conclusion follows from the facts.

Ignoring constraints. A perfect solution delivered after the deadline is not a good decision. Look for candidates who respect time, budget and the rules they were given.

One question, one answer. A single interview question gives one data point. A short test plus a work sample plus a structured interview gives three, and the pattern across them is far more useful.

What the nine-minute format measures

This problem solving assessment test has 12 questions, each with its own 45-second timer. A question may present a short situation, table or set of facts, and ask candidates to choose one answer or every correct answer, so they have to use the details rather than just recognize them.

That makes the format useful as one part of a hiring process for coordinators, assistants and team leads who need to make sense of schedules, figures and rules. Use the pre-employment testing guide to consider how this kind of assessment fits alongside other evidence. The four-question, four-minute practice set gives candidates a chance to see the format before they begin.