A resume can tell you where someone worked. A conversation can show you how they communicate. However, neither is always able to tell you what a person can actually do in a task situation. That’s where an online skills test can help. 

You can use focused questions to explore key areas like:

• Knowledge

• Technical competencies 

• Decision-making abilities. 

The challenge is designing an efficient test, not just a long list of questions. Here is how to do it:

Note the skills you wish to measure

Identify the skills you wish to measure before you begin writing questions. This may be:

• Knowledge of a process

• Industry knowledge

• Problem solving

• Communication 

• Technical knowledge.

Be as specific as possible. Rather than checking if a marketing employee knows what “digital marketing” is, you could test if they can interpret data from a marketing campaign or determine the right audience segments to use.

Questions should be directly relevant to the skills the employee will need for the job.

Use variations on question types

A test is more useful if it tests multiple perspectives on a skill. For example, multiple-choice questions can test factual information. But scenario questions can demonstrate problem-solving in the workplace.

You can also incorporate questions that require the employee to:

• Spot problems

• Decipher information

• Select an option from multiple alternatives. 

This gives you more insight than asking several questions that test the same type of knowledge. You can use a test generator to organize and structure various types of questions more efficiently.

Keep the test focused

Long tests can lead to unnecessary fatigue, especially if it is part of the employees’ daily tasks.

Look at each question and determine if it is related to the skill you are attempting to assess. Eliminate questions that are:

• Repetitive

• Overly complex

• Non-relevant.

A focused test also helps to easily analyze test results and determine which areas are specifically targeted for improvement.

Include realistic workplace scenarios

Knowledge is just one aspect of workplace performance. Someone might understand the meaning of a concept. But not know how to use it.

Fill this gap with scenario-based questions. Describe a situation that the participant might encounter. Ask what they would do next. These questions can be used to evaluate:

• Judgment

• Problem solving

• Prioritization 

• Technical application.

Use scenarios that are based on real tasks and duties, not hypothetical ones that don’t have much to do with the task.

Make the instructions clear

Explain how the test works beforehand. Let the participants know if:

• They can change their answers if needed

• There is a time limit

• What each question asks. 

Do not use unnecessarily complex language that might test reading skills rather than the skill being tested.

Look for patterns in the results

Examine more than just the employees’ total scores after they have finished the test. Look at which questions yielded the most inaccurate answers.

These patterns might help you identify areas that need further:

• Evaluation

• Training

• Addressing knowledge gaps.

Final thoughts

An efficient online test should provide you with useful information. Online testing can be a useful component of employee development if:

• The questions align with the abilities

• The format supports the assessment

• The results are thoroughly examined.