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Talent Acquisition test for hiring

See how candidates handle practical recruiting situations before you decide what to explore in an interview.

10 دقيقة
15 سؤالًا
Intermediate
Multiple choice
Questions in الإنجليزية
Phone and desktop

Use this test free See the question formats

الإجابة المختصرة

The Talent Acquisition assessment is a 10-minute, 15-question multiple-choice check of practical recruiting judgment. It measures sourcing, candidate experience, recruitment analytics and onboarding. Use it for recruiters, talent acquisition specialists and managers, recruiting coordinators, or HR generalists whose work centers on hiring.

ما الذي يقيسه

Practical skill in sourcing candidates, managing the candidate experience, reading recruitment metrics and onboarding new hires.

Sourcing

Covers finding people who may fit a role.

تجربة المرشحين

Covers keeping applicants informed and treating them fairly during hiring.

Recruitment analytics

Covers reading hiring numbers and working from small tables of candidates or pipelines.

Onboarding

Covers getting new hires settled in their first weeks.

Question formats

Multiple choice

The candidate: Reads a short situation, table or statement and picks the right answer, or every right answer.

You see: Whether the candidate knows the material well enough to apply it, not just recognize it.

15 questions in 10 minutes, served one at a time.

Roles this test fits

Recruiters at every level, talent acquisition specialists and managers, recruiting coordinators, and HR generalists whose work centers on hiring.

What this assessment can add

Evidence beyond a resume
See how candidates respond to realistic hiring situations, rather than relying only on their descriptions of past recruiting work.
A view across the hiring process
Review evidence from sourcing, applicant communication, recruitment metrics and onboarding in one short assessment.
Focused follow-up
Use responses to choose which recruiting situations to explore further, instead of spending interview time rechecking every area.

What you get for each candidate

Example report (fictional data)Talent Acquisition

61‎%‎Percentile 24. Benchmark: HireValid candidates, n = 909

Sourcing55‎%‎

تجربة المرشحين62‎%‎

Recruitment analytics61‎%‎

Onboarding64‎%‎

Integrity Scoreثقة عالية

Stayed on the test tab throughout
No pasted answers
Answered at a steady pace

Scores, profiles and integrity signals are evidence for you to review alongside an interview, never an automatic decision.

Use this test free

Assessment integrity details

Each candidate gets a different set of questions from large pools. Questions appear in a different order for each attempt, answer options are shuffled, and the browser receives one question at a time. The 10-minute timer runs on the server; reloading restores the same question with only the time left. Candidates cannot go back to earlier questions. HireValid records signals such as time away from the test tab, pastes into answers and answers faster than a question can be read. An Integrity Score and evidence timeline are provided for employer review, and the system never decides on its own. With the candidate’s consent, an employer can add webcam photos at random moments.

كيف نمنع الغش باستخدام الذكاء الاصطناعي · Integrity signals

Use the score as one signal

Review the score as evidence, not as a decision. Pair it with a work sample based on a hiring situation, such as reviewing a candidate or pipeline table, and a structured interview. Ask candidates to explain their choices and how they would keep applicants informed or settle a new hire into their first weeks. Consider the evidence alongside other job-relevant information. For practical guidance, see our pre-employment testing guide, candidate-friendly hiring guide and test-building approach.

Questions for a structured interview

How would you approach finding candidates for this role?
Listen for a clear, role-focused sourcing approach and reasoning about where to look.
A candidate has not heard back after an interview. What would you do next?
Listen for timely, considerate communication and a clear next step for the applicant.
What would you take from this hiring pipeline table, and what would you check next?
Listen for careful reading of the figures, relevant follow-up questions and sound interpretation.
How would you help a new hire settle in during their first weeks?
Listen for practical onboarding steps and attention to the new hire’s early experience.

Understand scoring and benchmarks

Fairness and accommodations

Questions rest on widely shared recruiting practice rather than any one country's employment law, any one vendor's software or any company's internal process. Pay and costs are never shown in a currency, names come from many backgrounds, and scenarios span many industries and role types. Wording is plain and every question shows 90 words or fewer, so the test measures recruiting judgment rather than reading speed. Arithmetic in the metric questions is light enough for scratch paper, which every candidate may use.

You can give any candidate extra time as an accommodation. Results are evidence for a person to review, never an automatic decision.

Provisional: reliability is reported once 200 candidates have completed it.

اقرأ نهجنا في الإنصاف

Test details

A short, practical check of everyday recruiting judgment. Candidates work through realistic hiring situations: finding people for a role, keeping applicants informed and treated fairly, reading hiring numbers, and getting new hires settled in their first weeks. Some questions show small tables of candidates, pipelines or schedules to work from.

Questions are in English.
Aids allowed: Scratch paper.
Each question is answered once, in order, with no going back.
4 practice questions, 3 minutes, before the timed test.

الأسئلة الشائعة

What does the Talent Acquisition assessment measure?+

It checks practical judgment in sourcing, candidate experience, recruitment analytics and onboarding. Scenarios cover finding people for a role, keeping applicants informed, reading hiring numbers and helping new hires settle in.

How long is the Talent Acquisition assessment?+

The assessment has 15 multiple-choice questions and takes 10 minutes. Candidates may use scratch paper, and they cannot return to an earlier question once they move on.

Is there practice for the Talent Acquisition assessment?+

Yes. The practice set has 4 questions and takes 3 minutes. It gives candidates a chance to see the question format before the 10-minute assessment.

What kinds of questions are in the Talent Acquisition assessment?+

Questions use realistic hiring situations, including small tables of candidates, pipelines or schedules. The wording is plain, and each question shows 90 words or fewer.