Hiring assessments
Assess relevant knowledge with consistent instructions and scoring criteria. The hiring team considers the result alongside interviews and other evidence.
CORPORATE ASSESSMENT
Employee assessment software. Test knowledge for the role.
Use role-relevant assessments for hiring, employee development and internal certification. Prepare questions and groups, verify who takes the test, and review answer results alongside the session context.
Configured around your programme and exam rules
Identity · Environment · Session evidence
Remote & testing-centre examsCloud & on-premise optionsHuman-led integrity decisions
BUILT AROUND YOUR PROGRAMME
Make the assessment easier to trust.
Employee development
Run knowledge checks after training, organise cohorts and use reviewed answers to identify topics that need further attention.
Internal certification
Define attempts, grading and review responsibilities for recurring assessments. Keep the internal authorisation decision with the employer.
EXPLORE THE WORKFLOW
Integrity checks that fit your assessment.
Define the rules for each programme instead of applying one monitoring policy to every employee or candidate.
WORKFLOW / 01
Understand who completed the test.
Add identity and environment checks to the candidate assessment. Explain the process early and distinguish permitted resources from behaviour that needs review.
- Candidate identity checks
- Permitted-tool policy
- Evidence for the assessment team
WORKFLOW / 02
Apply clear rules across a distributed workforce.
Scope the checks around the devices employees use and the knowledge being assessed. Test compatibility with your corporate environment before rollout.
- Equipment compatibility
- Remote and on-site scenarios
- Defined support responsibilities
WORKFLOW / 03
Support review before a qualification decision.
Give authorised reviewers the session report and supporting events. Keep integrity review separate from the organisation’s decision about competence or qualification.
- Session integrity report
- Event and recording review
- Human-owned qualification decisions
From assessment evidence to your team’s decision.
HR, managers and subject experts use the results for different purposes. Define the next step for the role being assessed.
- Job-relevant performance
- Compare the participant’s answers with the criteria approved by the subject expert. Written explanations are assessed by a person.
- Exam conditions in context
- Use relevant events and available recordings to review possible rule breaches. A device problem or risk score alone is not a hiring conclusion.
- The next people decision
- The employer decides whether to continue selection, plan development or complete internal certification, using the assessment alongside other relevant information.
- The HR or learning handover
- Agree the required results and authorised recipients. Check exports and any HR or learning-system connection against the actual implementation.
HIRING WORKFLOW
Make the assessment relevant to the job.
Choose tasks that reflect the required knowledge, tell candidates what is permitted and define the marking criteria before the first invitation. Exam scores and risk signals are inputs for people to review, not an automatic hiring verdict.
- Use written responses when an explanation matters
- Agree accommodations and a technical-help route
- Discuss HR-system connections against actual documentation
PROTECT YOUR ASSESSMENT
Keep proprietary questions in the security plan.
Combine ContentProtect with environment checks and participant rules. Consider both software capture and the physical workspace when scoping the assessment.
- Exam content protection
- Device and software context
- Review of relevant session events
SEE IT IN YOUR WORKFLOW
Discuss your workflowStart with your exam.
Walk through your format, security requirements and review process.
PLAN THE DETAILS
Set responsibilities across HR, learning and review.
Align the security configuration with the assessment’s purpose and the experience you want participants to have.
- 01The assessment owner
- A hiring manager or subject expert approves the tasks, expected knowledge and scoring criteria.
- 02Participants and access
- Prepare candidate or employee groups, dates and invitations. Explain device requirements and whom to contact if the assessment is interrupted.
- 03Human review
- Keep knowledge scores, technical incidents and integrity findings distinct. HR and managers make employment decisions under their own process.
- 04Connected systems
- Agree any LMS or HR-platform integration, access to evidence and handling of employee and applicant data before rollout.
FROM SETUP TO ACCEPTANCE
Validate one role before expanding.
Agree the expected outcome, then verify it in a representative workflow for your organisation.
What the setup should deliver
Role-specific assessment
A checked task set and marking criteria approved by the subject owner.
Evidence for a human decision
Answer scores and available session evidence with a defined review responsibility.
A clearer next step
The employer decides whether to continue recruitment, provide training or complete internal certification.
What to verify in the pilot
- 01
Check job relevance
Have a subject expert review each task and its marking criteria.
- 02
Test the candidate experience
Try invitations, instructions and permitted-device checks before sending them to applicants.
- 03
Rehearse a disputed result
Verify that HR can route an integrity concern to an authorised reviewer.
- 04
Evaluate staff effort
Record preparation and review effort against criteria agreed for this role.
Related reading
FAQ
Answers before your next step
Explore the details before your demo. If your question is not here, talk it through with our team.
Talk to the teamDoes TrustExam make hiring decisions?
No. TrustExam supports exam preparation, delivery, answer assessment and integrity review. Your team defines job-relevant criteria and makes hiring decisions using these results alongside other information.
Can employees use company-managed devices?
Confirm compatibility with the chosen monitoring setup, device policies and permitted software in the pilot.
Can reference materials be allowed?
Define permitted materials in the exam rules, then confirm how the protection and monitoring setup should accommodate them.
Can we connect our existing platform?
The integration path can be scoped with your technical team. Confirm the access flow, session handoff and information needed for review.
Can we assess programming skills?
Coding tasks can use the built-in IDE for writing, compiling and running code. Agree the required languages, test cases, runtime and memory limits before using this workflow.
What should HR receive after the assessment?
Agree the information needed for the selection or development process: the assessment result and, where relevant, the authorised review conclusion. Confirm export fields and system connections in the pilot. Receiving a result does not automatically mean receiving session recordings.
Are HR integrations included automatically?
No universal connection is assumed. The launch flow, identifiers, result exchange and supported versions must be agreed and tested with the relevant system.
YOUR NEXT STEP
Bring one role and one assessment.
Share the tasks, marking criteria and current hiring or training process. We can define a pilot with clear participant instructions and human review.
Request a demoCandidate journey · Environment controls · Evidence review