(978) 649-8010
Assessment Taker Resources
Client Login

Welcome to the
IHIH x eSkill
Results Report! ✨

Last week, we launched a pre-hire test with I Hate It Here so readers like you could see what it would be like to be a candidate taking an assessment through eSkill (and test your HR know-how at the same time). If you missed it, you can check out the test-taking page and the leaderboard here.

(btw...If you're new here, we're a skills testing platform that lets employers test candidates based on knowledge and aptitude, specifically for roles where a resume doesn't tell the whole story.)

🥁🥁🥁 And now, we bring you the results!

Now that you've seen the candidate's side of things, it's time to take a look at what the recruiter sees when they use the eSkill platform. That is, the reporting!

108 IHIH readers completed our HR test, and 97 of them demonstrated "very strong" or "strong" knowledge in the field. Great job, guys! A round of applause 👏

Check out the full reporting below!
Check out the full reporting results
THE DASHBOARD

Here's the overview 🌅

We're covering average scores, time-to-complete metrics, completion rates, and more.

AVERAGE SCORE

The average score on the test was 76%.

Essentially, this means the test was moderately challenging. Not so easy that everyone aced it, but not so hard that everyone failed. In fact, most candidates scored in the 70-80% range (see the histogram further down this page)!
Download sample report
TIME-TO-COMPLETE

The average time-to-complete was 11 minutes, 46 seconds.

This falls within the range of best practices for pre-hire assessments. We always recommend under 15 minutes to ensure candidates complete the test and isn't a major burden on applicants who are already completing many other applications. The shortest time-to-complete was 3 minutes 57 seconds, and the longest time-to-complete was 2 hours, 20 minutes, and 52 seconds. In actual testing environments, we recommend a time limit, for example, 20 minutes. (On our test, only 6 people took longer than 20 minutes.)
COMPLETION RATES

88% of those who started the test completed it.

Completion rates, or conversely, candidate drop-off rates, let you see how many people who began the test decided it was relevant and short enough to complete. Some candidate drop-off can be good, as candidates who aren't knowledgeable enough about the subject area may choose to self-select out of the hiring process. Too much candidate drop-off, and your test may be too long or irrelevant to the job duties, or too difficult for the level of expertise you're aiming to hire for.
HIGH ACHIEVERS

4 test takers scored 100%.

Congrats, guys! Only one of those test takers opted-in to the leaderboard, so extra special congrats, Sherry! These are our high achievers. In fact, one test taker (who will remain anony-mouse 🐁) beat Hebba's score + time. 👀
THE BELL CURVE

Right on the curve.

The aggregated test results mostly followed a normal bell curve. Most test takers fell in the 70-80% range, which means this assessment hit the sweet spot in terms of difficulty and identifying top performers.
PER SUBJECT

Here's the breakdown by subject.

The highest per-subject scores were in Human Resources and Gender, Diversity, and Inclusion Categories. Lowest scores were in Mental Health in Remote Work Settings and Recruitment. This was a short test, so our per-subject results may not be quite as indicative of competence, since our harder test questions were in these latter categories.
Download a sample question report
TOO EASY?

Here's the question everyone got right.

Just your simple true/false question!
TRICKY, TRICKY

Here's the most missed question.

Ok, this one had to do with some law knowledge.

FREE RESPONSE ANSWER HIGHLIGHTS

‍‍

An employee on your team has been consistently missing deadlines and their quality of work has declined. As their manager, what is the most appropriate first step in addressing this situation?

‍

"As a manager, the most appropriate first step would be to have a conversation about how best to support them andunderstand what is going on."

‍

"During our 1:1 I would ask how their workload is and if anything is happening I should know about because they aremissing deadlines/quality of work has declined. Figure out an action plan to support them."

‍

"Have a conversation with the employee to make sure everything is ok with them and what support they need."

‍

Your hiring data shows that over the last two years, your company has consistently hired candidates from the same two universities. What is the most likely risk this presents, and what should you do about it?

‍

"Hiring from the same schools will limit the diversity of thinking on your team since everyone will have had the same education. Mixing in new schools and expanding the places you source candidates will help to diversify the workforce and ensure each role is truly open to the public."

‍

"We may be hiring candidates that match the profile of our current staff, rather than the best candidates for the job. Thismay risk discrimination claims (if the candidate pool also reflects racial or other protected class biases), and may make ourwork less effective if everyone brings common frameworks and experiences. We should evaluate our talent pipeline toidentify why we have systematically overselected for these candidates: is this happening at the recruitment, interview, orhire stages? The appropriate strategies will flow from there. Recruitment: we need to expand our recruitment channels;interview and hire: we need to train and/or oversee our hiring managers to ensure equitable decisions are being made."

‍

‍"Determine if focus on these universities has an element of discrimination tied to it -- are these elitist universities whereleaders in the org have graduated from? What is contributing to this focus?"

‍

OUR FAVE FREE-RESPONSE

Here are our favorite answers to the free-response questions.

Free-reponse questions allow you to get a peek into how candidates think through problems. These free-response questions were written by Hebba and her team especially for this HR test. Rather than just looking at multiple-choice, employers can get a sense of how applicants tackle situations. After all, in the real world, there are no multiple-choice options!

Hint: We focused on text reponses here, but recruiters using eSkill can also toggle on audio or video responses. Or they can give candidates an option to use whichever communication style works best for them: text, audio, or video!
THE ANALYSIS

So what does it all mean?

‍

THE LOWDOWN

Know more about your candidates!

Assessing candidate skills is a quick way to advance them, or filter them out, of the hiring process. However, skills testing should not be the only part of the hiring process. Skills testing works best alongside traditional resume reviews, phone screens, and interviews to give you a more comprehensive view of your candidates.

So what do you think?

Think pre-hire testing can work for your own hiring process? Talk to our team about how aptitude and knowledge testing works, where it makes the most sense in the hiring process, and how it can work in yours.
We'd love to chat!
Talk to sales