Skills Assessment Software
Skill assessments for any role, in any industry
Let candidates prove their skills at scale with Vervoe’s automated skills assessment software.
Validate job-ready skills through immersive, role-specific assessments
See who can do the job, before they get the job.
Choose a role-relevant skills assessment
Select a skills assessment aligned to the requirements of the role. Combine technical and behavioural skill evaluation within a single, standardised skills assessment. Start with a validated skills assessment from our expert library, customise it to your organisation’s framework and brand, or for large organisations work with our team to design a bespoke skills assessment tailored to your roles, governance needs, and hiring scale.
Invite every candidate to show their skills
Allow every candidate to complete an assessment. Show applicants what a day in the role involves, and let them showcase their skills.
Focus on the best person for the role
Quickly identify candidates who should progress based on validated skill evidence — not assumptions. Candidate Cards bring every assessment result into a single, structured view, combining scores, performance summaries, and supporting evidence so hiring teams can make confident, defensible decisions.
How Vervoe Works
Assessment Library
Gain access to over 300 customizable templates and simulations designed by our expert team. Accurately evaluate real-world skills across several roles, including coding, design, marketing, and sales.
Candidate Cards
Collaborate on hiring decisions and hire better with our shareable candidate scorecards. Review candidates’ performances as well as strengths and gaps and follow up interview questions to make more insightful, data-driven hires.
Assessment Builder
Create tailored skill assessments in minutes.
Upload your job description and Vervoe’s AI builds a role-specific assessment that measures real, job-relevant skills, not proxies or assumptions. For teams with more complex roles or governance needs, we also design fully bespoke assessments.
Automatic Skills Grading & Ranking
Every applicant is automatically graded and ranked using consistent, role-specific skill evidence — so shortlists are clear, comparable, and defensible.
Job Links
Assess candidates right from your job posts and cut down unnecessary screening time. Link assessments directly on ATS job boards, your career site, or social channels and automatically test candidates as they apply.
Candidate Messaging
Create a seamless candidate experience with customizable messaging and videos from your talent acquisition team to help with candidates’ relationship management.
Measurable Hiring Impact
90%
Faster Hiring Time
67%
Reduced Turnover
98%
Candidate Satisfaction
Let every applicant showcase their skills
Use automation and machine learning to scale your process
What is a skill assessment test?
Skill assessment tests, sometimes called skill tests or talent assessments, are online or offline employee assessment tools used by employers to validate the skills of job applicants.
Skill assessment tests are increasingly used during the hiring process. Up to 82% of employers use some form of assessment to narrow down the list of candidates that will be progressed to the next stage in hiring.
Using skill assessments helps companies ensure that candidates have the right skills to be successful in their role.
How skill assessment tests are used in the recruitment process
By far the most powerful way to use skill assessment tests is at the start of the hiring process. Here are some of the top reasons why inviting every job applicant to take the assessment is more effective than traditional methods.
- You can reduce up to 90% of the time you spend on screening candidates by eliminating résumé and phone screening of unqualified candidates.
- Achieve more with your mighty team. A small recruitment team can achieve 9x more using skill assessments than manual candidate screening.
- You can avoid hiring bias by focussing only on skills as a screening method, instead of their background or education.
- Reducing the time spent on low-value and repetitive activities allows your team to focus on high-value tasks.
- Improve the relationship between recruitment and hiring managers by only giving them qualified candidates with validated skills.
- You’ll create a consistent recruitment experience that showcases your employer brand and allow you to communicate more effectively with every candidate.
What should an effective skills test contain?
To come up with questions for the test, think about what your ideal candidate will need to do to succeed. Additionally, there are a few best practices to implement when creating a skill assessment
- Skill tests should have at least six questions. Eight to ten questions are best for balancing a comprehensive look at a candidate’s skills while creating an engaging candidate experience.
- Start a skills assessment with easier questions at first, then progress to more difficult ones toward the end.
- Mix up the question formats. Use video, excel, audio, text and multiple-choice questions, but also include immersive style questions like document editing or audio responses.
- Use fewer timed questions to account for technical difficulties and give the candidate the best chance of success.
What types of tests are most useful in the selection process?
The most useful tests for the selection process should be easy to implement, save time for recruiters and hiring managers, and predict job performance.
A leading study shows that the best way to do predict job performance in the recruitment process is to use a combination of a cognitive test, and a work sample.
Cognitive tests are usually a series of questionnaire-style problem-solving questions. Most cognitive testing methods aren’t relevant for recruitment and selection purposes. They are separate from the context of the job that has to be done. Even if someone gets a high score, the type of problem they solved might have nothing to do with the skills they need to do the job correctly.
The best way to test someone’s mental ability for a job is to ask them to complete a task they would do while in the role – such as in a work sample.
Work sample tests have traditionally been hard to administer at scale. Often, they require a candidate to be physically present and must be done under observation. Thankfully, that’s no longer the case. With a flexible skills assessment solution, you can gather work samples from every applicant in a consistent method.
What’s on a skill test?
Skill assessment tests should be much more than a questionnaire. A flexible skills assessment tool allows you to conduct tests that reflect the day-to-day tasks of any role.
To come up with questions for the test, think about what your ideal candidate will need to do to succeed. If they’re in finance, they may need to create or edit spreadsheet documents. If the job is for software development, ask them to write some code. For someone in sales or marketing, you might ask them to create a deck pitch or present an idea. And for client success or customer service, the skill assessment test could include email or audio responses to real inquiries.
Additionally, there are a few best practices when it comes to conducting a skill assessment:
- Skill tests should be at least six questions. Eight to ten questions are best to balance getting a complete look at a candidate’s skills while creating an engaging candidate experience.
- It’s best to start a skill assessment with easier questions at first, with more difficult ones toward the end.
- Mix up the question formats! Use text and multiple-choice questions, but also include immersive style questions like document editing or audio responses.
- Try to keep video responses to a minimum. Remember that not all roles require presentation or verbal communication skills. Think about what’s most appropriate for the role.
- Minimize the use of timed questions to account for technical difficulties and give the candidate the best chance of success.
The best way to test someone’s ability to perform in a role is to ask them to complete a task they would do while in the role.
How to choose the best skill assessment test software
How quickly can you start assessing?
Choose a platform that offers a library of ready-made assessments or supports you in building tests from your job descriptions.
Can you use the tool for any role?
Make sure the software can be used across a wide range of roles and departments, not just for technical or niche positions.
How easy is it to use?
The tool should be intuitive for both candidates and your hiring team, with a clean interface for reviewing and managing results.
What does the candidate experience look like?
Opt for software that lets you brand the assessment process and simulate real job tasks to keep candidates engaged and informed.
Will you get support and training?
Especially if you’re new to skills-based hiring, make sure the provider offers onboarding, training, or customer support when needed.
Awards
It takes a top performer to identify top performers
Vervoe’s been lucky enough to be recognized by a number of awards bodies across the globe.
How we help
Hire top performers faster, promote them quicker, retain them longer
Vervoe’s automated AI-powered screening leads to:
Request a demo
Ready to see who has the right skills for the job?
Vervoe skills assessments are designed to replicate the tasks candidates will need to do on the job.
Applicants can showcase their skills in relevant questions, and you can quickly see the top performers.
All assessments are auto-graded, and candidates are ranked so you can focus on the most suitable candidate for any role.
Get predictive insights into your top candidates. See how Vervoe can help you find the best person for the role.
“Vervoe is the intelligent and bespoke online assessment tool I spent 2 years looking for. The best thing about Vervoe is its versatility in creating custom assessments that I can continue to evolve.”
Daniel Stockdale – National Talent Acquisition Manager, Omnicom Media Group
