Here’s how to build an assessment that’s effective, efficient, and candidate-friendly.
Start Strong, But Keep It Light
You wouldn’t walk into a face-to-face interview and start grilling the candidate the second they sit down. The same goes for online. Ease people in.
✅ Do: Begin with a simple, low-pressure question—ideally text-based and untimed.
🚫 Don’t: Start with a timed video or complex task that might overwhelm candidates straight away.
Add a quick intro message or recorded welcome to set expectations and reduce drop-off.
Be Strategic With Video
Video is powerful—but only when it’s used with purpose. Watching eight video answers in a row isn’t a great use of your time (or theirs).
✅ Do: Use 2–3 video questions, max, and only where communication style, presence, or tone truly matter.
🚫 Don’t: Require video for every question or put time limits on video unless absolutely necessary.
Use Timers Sparingly
Timed questions simulate pressure, but they can also cause stress and hurt completion rates—especially if tech issues pop up.
✅ Do: Use timers for multiple choice or quick-response questions, or when assessing decision-making under time pressure.
🚫 Don’t: Time video or file upload questions unless you give at least 5+ minutes.
A good rule: no more than 20–30% of your questions should be timed.
Make it Real
The best way to see if someone can do the job is… to ask them to do the job. Real-world tasks always outperform hypothetical questions.
✅ Do: Include 3–5 job-relevant scenario questions. Ask candidates to solve a problem, handle a customer query, write an email, build a spreadsheet, or upload work they’ve created.
🚫 Don’t: Rely only on free-text responses. Mix it up.
Mix Your Question Types
Different formats let candidates show different strengths—and keep things engaging.
✅ Do: Include at least one multiple choice question, a text-based question, and a task-based file upload (if relevant).
🚫 Don’t: Use only one type of question or format—especially not all video.
Candidate Experience Matters
This is as much about showcasing your brand as it is assessing fit. Most people won’t get the job, but they might still become customers, referrers, or future hires.
✅ Do: Create a smooth, respectful, and intuitive experience.
🚫 Don’t: Let your assessment become a blocker—keep it accessible, reasonable in length, and mobile-friendly (where possible).
✅ Final Checklist
Here’s a quick reference to make sure your assessment hits the mark:
- Start with an easy, untimed, multiple choice or text-based question
- Include 7-9 questions total
- Mix up your question types - at least 1 text, 1 multiple choice, and 1 file upload
- Use no more than 1-2 video questions
- Avoid timers on video or upload questions
- If using timers, limit to 20–30% of questions
- Include real job-relevant scenarios/tasks
- Add example answers where appropriate
- Make it mobile-accessible—or clearly note where desktop is required
- Add a quick welcome message to set expectations and humanise the experience