What tests should I use in my assessment?

TestGorilla has a wide selection of tests. Combining multiple test types in your assessment gives the best predictive value of candidate performance.

In the TestGorilla test library, you'll find the following types of tests:

  • Cognitive ability tests, such as Critical Thinking or Numerical Reasoning
  • Role-specific tests, such as the Product Owner test or the DevOps test
  • Programming tests across 8 key languages and many frameworks
  • Software knowledge tests, such as MS Outlook or HubSpot
  • Situational judgment tests, such as Negotiation or Integrity
  • Personality tests, such as the Enneagram or DISC test
  • Culture add survey, measuring alignment in terms of values, behaviors, and interests
  • Language tests, at two levels, B1 (intermediate) and C1 (proficient)

Extensive research has been done to understand what hiring methods actually predict job performance. One of the most important studies in this area is Frank Schmidt’s meta-analysis of a century’s worth of workplace productivity data. The table below shows the results of this study: the predictive validity of some commonly used test types, ranked by effectiveness.


Most effective screening measures chart


As it turns out, multi-measure assessments, combining different types of tests, are the best predictors of whether candidates will be successful in their job. 

If you're interested in reading more details about this, you can see them in our blog article: How to shortlist candidates for an interview


So imagine you're creating an assessment for a front-end engineer. You will get the best predictive results if you use tests from a range of test types:

Front-end engineer assessment

The first two tests are role-specific. They measure your candidate's ability to apply their job-related skills and knowledge to be effective as a front-end engineer. The third and fourth tests measure the candidate's intellect, and as you may want to get a sense of how the engineer would fit in your company and among the other developers, you choose to include a culture add survey. This last test requires you to fill out a survey that asks you questions about your company values and relevant behaviors and interests for the role specifically, which will then be matched to the answers given by the job candidates.

Similarly, for a digital marketing specialist, your selection of tests may look like this:

Digital marketing specialist assessment

So in summary, combining tests from different types into one assessment will help create the best predictor of job success.

Tip: Did you know you can also add up to 10 custom questions to each assessment, as well as create your own company tests?