SITUATIONAL JUDGMENT

Digital agility test for hiring

See how candidates weigh speed, risk, people and evidence when technology changes the work.

10 minutes
10 questions
Intermediate
Judgment scenarios
Questions in English
Phone and desktop

Use this test free See the question formats

The short answer

The Digital Agility test uses workplace scenarios about new tools, system problems, digital rollouts and shared projects. Candidates choose the response they judge most effective, with partial credit for the second-best choice. It measures decisions under digital uncertainty, tool adoption, leading change and cross-team work for intermediate-level managers, supervisors and team leaders.

What it measures

Judgment when work changes through technology: picking and adopting tools, deciding with incomplete information, leading people through change and working with other teams.

Choosing and Adopting Technology

Candidates consider how to choose and introduce tools based on the work they need to support.

Deciding Under Digital Uncertainty

Scenarios ask candidates to decide what to do when a system problem or incomplete information creates uncertainty.

Leading Digital Change

Candidates weigh how to guide people as a digital rollout changes how work gets done.

Working Across Teams on Digital Work

Candidates consider how to coordinate shared digital work across teams.

Question formats

Judgment scenarios

The candidate: Reads a realistic workplace situation and chooses how to respond.

You see: How the candidate weighs customers, colleagues, rules and deadlines when there is no perfect option.

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

Roles this test fits

People who steer work that depends on technology: project and product managers, IT and operations managers, supervisors and team leaders, and others who introduce new systems or ways of working.

What this test can show

How candidates weigh tradeoffs
The scenarios show how a candidate balances speed, risk, people and evidence when choosing a response to technology-driven changes at work.
Judgment, not brand familiarity
Tools are described by what they do, not by brand, and each scenario states the facts its best response depends on. Product knowledge is not needed.
More than one response can earn credit
The candidate selects the most effective response, while the second-best choice receives partial credit. Review the result as evidence of judgment, not a verdict.

What you get for each candidate

Example report (fictional data)Digital Agility

77%Percentile 59. Benchmark: HireValid candidates, n = 349

Choosing and Adopting Technology77%

Deciding Under Digital Uncertainty58%

Leading Digital Change87%

Working Across Teams on Digital Work84%

Integrity ScoreHigh confidence

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

Test integrity details

Each candidate receives a different set of questions from large pools. Question order and answer options are shuffled, and the browser shows 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. Each scenario turns on the facts and rules it states, and the responses are alike in length and tone, so the details on the screen decide the best one. Question text cannot be copied or selected, and blocked copy attempts are recorded in the timeline. HireValid records signals such as time away from the test tab and answers faster than a question can be read. An Integrity Score and evidence timeline are provided for employer review; neither decides on its own. With candidate consent, employers can add webcam photos at random moments.

How we prevent AI cheating · Integrity signals

Use the score as one piece of evidence

Review the score alongside a work sample and a structured interview, not on its own. A work sample can let the candidate explain how they would handle a new tool, system issue or cross-team rollout in your setting. For broader hiring context, see the pre-employment testing guide.

Structured interview questions

A new tool is being considered for a team. How would you decide whether to adopt it?
Listen for how the candidate weighs the work need, evidence, risks and people affected.
A system problem disrupts a shared project, and the cause is not yet clear. What would you do first, and why?
Look for considered decisions with incomplete information and attention to risk and coordination.
How would you help a team through a rollout that changes its daily work?
Listen for ways to guide people through change and respond to concerns.
Tell me about a time you worked with another team on technology-dependent work. How did you handle competing needs?
Look for clear coordination and a reasoned approach to shared priorities.

Understand scoring and benchmarks

Fairness and accommodations

Scenarios describe tools by what they do rather than by brand, so no product knowledge is needed, and each scenario states the facts its best response depends on. Responses are alike in length and tone, names come from many backgrounds, and no colleague or user is drawn from a stereotype about age, gender or comfort with technology.

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 then, use the score alongside interviews and other evidence.

Read our fairness approach

Test details

Short workplace scenarios about new tools, system problems, digital rollouts and shared projects, each with four possible responses. The candidate picks the response they judge most effective, and partial credit goes to the second-best choice. The result shows how a candidate weighs speed, risk, people and evidence when work moves onto new technology.

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.

Frequently asked questions

Does the Digital Agility test favor people who are more comfortable with technology?+

Scenarios are written to avoid that. No colleague or user in a scenario is drawn from a stereotype about age, gender or comfort with technology, names come from many backgrounds, and responses are alike in length and tone, so the best one cannot be spotted by its wording.

Who is the Digital Agility test designed for?+

It is an intermediate-level hiring test for people who steer work that depends on technology, such as project and product managers, IT and operations managers, supervisors and team leaders. It may fit roles that introduce new systems or ways of working.

Do candidates need experience with specific products for the Digital Agility test?+

No. Scenarios describe tools by what they do rather than by brand, and each scenario states the facts its best response depends on, so a candidate who has never used a given product is not at a disadvantage. What counts is judgment about adopting tools and leading change.

What should candidates expect before taking the Digital Agility test?+

The test has 10 scenarios and takes 10 minutes, on a phone or a desktop. Candidates can try a separate practice set of four questions in four minutes. No aids are allowed, and candidates cannot return to an earlier question.