Same test for everyone
Every candidate answers the same questions under the same timer and rules. Compare like with like.
Pre-employment screening
Pre-employment tests that check skills before the interview.
A strong CV only tells you so much. A short, role-specific skills test up front shows who can do the core of the job, so your interview shortlist is built on evidence.
A test built from your own role materialsCandidates take it by link, no accountObjective ranking you can export
A test that matches the role
Build the check from your own job materials
The best screening test looks like the job. Write questions from the job description, or draft them from your role materials. Nine question types run from a quick multiple-choice check through numeric and ordering questions to a worked long-answer scenario, so the test reflects the work rather than a generic aptitude quiz.
- Write your own or draft from role materials
- Nine question types for knowledge and judgement
- Points and marking guide you control
Fair, low-friction for candidates
Candidates take it in minutes, from a link
Send every applicant the same link, with no account to create and no software to install. A server-enforced timer keeps everyone to the same window, and shuffled question and answer order means no two candidates see the same sequence.
- One link, no candidate accounts
- Server-enforced timer for everyone
- Shuffled questions and answer order
Compare on the same yardstick
Rank candidates on evidence, not gut feel
Objective questions grade themselves the moment a candidate submits, so results arrive as applications do. Sort by score for your shortlist, and use per-question accuracy to tell a skills gap from a fluke. Export to CSV for your hiring notes.
- Auto-graded results the moment they submit
- Rank the field on one consistent score
- CSV export for your hiring file
How it works
From job description to ranked shortlist
01Build the role test
Write or draft questions from your job materials, set a time limit and pass mark, and turn on shuffling for a fair, consistent test.
02Send it with the application
Share the link when you acknowledge an application, or to a longlist before interviews; candidates complete it in their own time within your window.
03Rank and shortlist
Results arrive auto-graded; sort by score, sanity-check with per-question detail, and export the ranking for the hiring decision.
Fair and defensible
The details that keep screening honest
A consistent marking guide
A frozen marking guide keeps long-answer scoring even-handed across the whole field.
How grading works →Extra time when it's needed
Grant a per-candidate extra-time multiplier as a reasonable adjustment, without changing the test for others.
Verified email identity
Require a verified email so a result ties to the person who applied.
Attempt limits
Cap it at a single attempt so a score reflects a first sitting, not a rehearsed retake.
Export for your notes
No built-in ATS integration: export results to CSV and keep them with your hiring file.
Questions
Frequently asked questions
Does TestSetGo integrate with our applicant tracking system?
No. There are no ATS integrations. You share a link and export results to CSV, which slots into whatever hiring file or spreadsheet you already keep.
Can you stop candidates cheating?
TestSetGo has no webcam proctoring or lockdown browser. It deters casual gaming with server-enforced timers, shuffled question and answer order, and a single-attempt limit. For a first-stage screen that's usually enough, since the interview verifies what the test suggests.
How do I keep the test fair?
Give every candidate the same questions, timer and rules, use a consistent marking guide for written answers, and grant per-candidate extra time as a reasonable adjustment. Automatic marking of objective questions keeps scoring even-handed across the field.
Do candidates need to create an account?
No. They open your link and start. Choose whether to collect a name or require a verified email, keeping it low-friction or tying results firmly to each applicant.
What kinds of roles is this suited to?
Any role where a knowledge or skills check adds signal before interview, from a numeracy or literacy screen to role-specific product, process or judgement questions. You build it from your own materials, so it matches the job rather than a generic aptitude battery.
Screen your next shortlist
Build a role-specific test, send it with the application, and spend your interview time on the candidates who earned it.
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