KETERAMPILAN KHUSUS POSISI

Performance management test for hiring

See how candidates review work, give feedback, and plan improvement in realistic workplace scenarios.

10 menit
15 pertanyaan
Intermediate
Multiple choice
Questions in Inggris
Phone and desktop

Use this test free See the question formats

Jawaban singkat

The Performance Management assessment is a 10-minute, 15-question set of multiple-choice workplace scenarios. It measures judgment in rating work against evidence, delivering feedback, setting goals and improvement plans, and keeping evaluations fair and consistent. It is designed for people managers, team leads, supervisors, project leads, and HR professionals.

Hal yang diukur

Judgment in reviewing work against evidence, delivering feedback, setting goals and improvement plans, and keeping evaluations fair and consistent.

Rating and reviewing work

Candidates judge work against evidence when deciding how a rating or review is supported.

Feedback conversations

Scenarios ask candidates to choose how feedback should be worded and delivered.

Goals, coaching and improvement plans

Candidates consider goals and support for someone whose work is falling short.

Fair and consistent evaluation

Candidates spot where an evaluation may be inconsistent or unfair.

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

People managers, team leads and supervisors, project leads, HR managers and generalists, talent or performance analysts, and workplace psychology practitioners who design or run review processes.

What this assessment can show

See judgment in context
Multiple-choice workplace scenarios show how candidates approach ratings, feedback, and improvement plans, beyond what a resume describes.
Focus the follow-up
Use results to explore how a candidate weighs evidence and keeps evaluations consistent in a structured interview.
Fair scenarios by design
Scenarios use general workplace settings rather than one country's employment law, and avoid stereotypes about who struggles or who excels.
Keep review practical
A 10-minute assessment offers a short way to add evidence about feedback conversations and fair evaluation to your hiring process.

What you get for each candidate

Example report (fictional data)Performance Management

68%Percentile 40. Benchmark: HireValid candidates, n = 756

Rating and reviewing work61%

Feedback conversations60%

Goals, coaching and improvement plans71%

Fair and consistent evaluation78%

Integrity ScoreTingkat keyakinan tinggi

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 features

Each candidate receives a different set of questions from large question pools. Questions appear in a different order for each attempt, and answer options are shuffled. The browser receives one question at a time, and answer keys stay on HireValid’s servers. Timing runs on the server; reloading returns the same question with only the time left. Candidates cannot copy or select question text, and a blocked copy attempt is recorded in the timeline. The test takes 10 minutes, and candidates cannot go back to an earlier question. HireValid summarizes signals such as time away from the test tab, pastes into answers, and unusually fast answers in an Integrity Score and evidence timeline for employer review. It does not decide on its own. With candidate consent, employers can add webcam photos at random moments.

Cara kami mencegah kecurangan dengan AI · Integrity signals

Use the score as one signal

Review the score alongside a work sample, a structured interview, and other evidence. Reliability is provisional and will be reported once 200 candidates have completed the assessment. Until norms exist, do not use the score alone. For a related HR test, see Talent Acquisition. The pre-employment testing guide offers more context for using assessments in hiring.

Follow up with structured questions

A team member’s results have slipped, but recent work shows mixed evidence. How would you prepare for the review?
Listen for specific evidence, a balanced view of the work, and a clear rationale for the rating.
How would you start a feedback conversation with someone who disagrees with your assessment?
Listen for clear, respectful language, relevant examples, and openness to hearing the employee’s perspective.
What goals and support would you propose for an employee who is falling short?
Listen for workable goals, appropriate coaching or support, and a plan to review progress.
How would you check that evaluations across a team are being applied consistently?
Listen for a comparison of evidence and ratings, attention to consistency, and a process for addressing gaps.

Understand scoring and benchmarks

Fairness and accommodations

Scenarios use general workplace settings rather than any one country's employment law, with no money symbols, idioms, sports or holidays. Names, genders, ages and backgrounds of employees and managers are varied, and scenarios avoid stereotypes about who struggles or who excels. Reading is kept to plain US English at a level suited to supervisory roles, and each question has one answer grounded in widely shared good practice rather than a single company's policy.

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. Until norms exist, use the score alongside interviews and other evidence.

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Test details

A short, timed set of workplace scenarios about how people's work is reviewed, discussed and improved. Candidates judge ratings against evidence, choose how to word and deliver feedback, plan goals and support for someone who is falling short, and spot where an evaluation could be unfair or inconsistent.

Questions are in English.
No aids are needed.
Each question is answered once, in order, with no going back.
4 practice questions, 4 minutes, before the timed test.

Pertanyaan yang sering diajukan

What does the Performance Management assessment measure?+

It measures judgment in rating work against evidence, choosing how to word and deliver feedback, planning goals and support, and spotting unfair or inconsistent evaluations. Its multiple-choice questions use workplace scenarios.

Who should use the Performance Management assessment?+

It is intended for hiring people managers, team leads, supervisors, project leads, HR managers and generalists, talent or performance analysts, and workplace psychology practitioners who design or run review processes.

How long is the Performance Management assessment?+

The timed assessment has 15 questions and takes 10 minutes. Candidates see one question at a time and cannot return to an earlier question. A separate practice set has 4 questions and takes 4 minutes.

How should I interpret a Performance Management assessment score?+

Treat the score as evidence for a person to review, not as a decision by itself. Reliability is provisional until 200 candidates have completed the assessment; until norms exist, consider it alongside a work sample, structured interview, and other evidence.