How to Pass On-Demand Assessment Test

What is On-demand Hiring Test

On-demand pre-employment tests offer candidates the opportunity to complete assessments immediately after receiving an invitation. This quick turnaround can streamline the hiring process, providing employers with timely insights into candidates' skills and abilities.

Some on-demand assessments use adaptive testing methodologies, adjusting the difficulty of questions based on the candidate's responses. This dynamic approach can provide a more accurate and nuanced evaluation of a candidate's capabilities.

On-demand tests are typically conducted online, allowing candidates to participate from anywhere with an internet connection. This remote accessibility is especially advantageous for organizations with a geographically dispersed talent pool.

Candidates have the flexibility to choose when they want to take the test, accommodating various schedules and time zones. This can be beneficial for individuals with other commitments, such as current employment or academic responsibilities.

Below are some interesting facts about on-demand pre-employment assessment tests:

  1. Varied Assessment Formats: On-demand pre-employment tests can encompass a range of formats, including cognitive assessments, situational judgment tests, personality assessments, and technical skills evaluations. This diversity allows employers to tailor assessments to the specific requirements of the position.
  2. Enhanced Candidate Experience: The on-demand nature of these assessments contributes to a positive candidate experience. Candidates appreciate the ability to manage their time, reducing stress associated with strict deadlines and conflicting obligations.
  3. Data-Driven Insights: Employers receive timely and data-driven insights into candidates' abilities, allowing for quicker and more informed hiring decisions. The results can be analyzed promptly, facilitating efficient candidate comparison and selection.
  4. Integration with Applicant Tracking Systems (ATS): On-demand pre-employment tests can often be seamlessly integrated with ATS platforms, enhancing the overall efficiency of the recruitment process. This integration streamlines the flow of candidate data and assessment results within the hiring workflow.


Why Employers use On-Demand Testing

Employers may choose on-demand pre-employment tests over other test formats for several reasons, each of which aligns with the unique advantages offered by on-demand assessments.

While on-demand pre-employment tests offer these advantages, the choice of a testing format ultimately depends on the specific needs and preferences of the employer, the nature of the positions being filled, and the industry context. Different test formats, including in-person assessments, video interviews, and traditional written tests, may be more suitable for certain situations.

Here are some common reasons why employers opt for on-demand tests:

On-demand tests provide candidates with the flexibility to take assessments at a time that suits them. This accommodates diverse schedules, time zones, and individual preferences, leading to a positive candidate experience.

Unlike traditional tests that require scheduling and coordination, on-demand assessments eliminate the need for a fixed testing window. This streamlines the hiring process, allowing candidates to complete assessments promptly and reducing time-to-fill metrics for employers.

In an increasingly global and remote work environment, on-demand tests can be taken from any location with an internet connection. This is particularly beneficial for companies with decentralized teams or when hiring for positions that can be performed remotely.

Employers can choose or design on-demand assessments that specifically align with the skills and competencies required for a particular role. This tailored approach ensures that assessments are relevant and directly contribute to evaluating a candidate's fitness for the position.

The on-demand nature of these tests allows candidates to take assessments at any time, making them accessible around the clock. This is advantageous for companies operating in multiple time zones or for candidates with non-traditional work hours.


Skills Tested

On-demand assessments are versatile tools used to evaluate a candidate's skills and competencies for specific roles.

It's essential for organizations to tailor on-demand assessments to align with the specific skills and qualities required for success in a given role. The goal is to provide a comprehensive evaluation that helps identify candidates who are the best fit for the position.

The skills tested in on-demand assessments can vary based on the nature of the job and the goals of the hiring organization. Here are some typical skills that might be assessed in on-demand assessments:

  1. Cognitive Abilities: Assessments often include tests to measure a candidate's cognitive abilities, such as logical reasoning, problem-solving, critical thinking, and decision-making skills.
  2. Technical Proficiency: For roles requiring technical skills, on-demand assessments may evaluate a candidate's proficiency in programming languages, software applications, data analysis, or other technical competencies.
  3. Communication Skills: Some assessments focus on evaluating a candidate's written or verbal communication skills. This can include the ability to articulate ideas clearly, compose professional emails, or communicate effectively in a team setting.
  4. Analytical Skills: On-demand assessments may test a candidate's analytical skills, including their ability to interpret data, draw conclusions, and make recommendations based on information provided.
  5. Adaptability and Learning Agility: Assessments may gauge a candidate's adaptability and learning agility by presenting scenarios that require quick understanding and adjustment to new information or tasks.
  6. Attention to Detail: Some assessments include tasks that assess a candidate's attention to detail, precision, and accuracy in completing assignments.
  7. Time Management: Evaluations may include time-bound tasks to assess a candidate's ability to manage time effectively, prioritize tasks, and meet deadlines.
  8. Customer Service Skills: For roles involving customer interaction, assessments might test a candidate's customer service skills, empathy, and ability to handle various customer scenarios.
  9. Leadership Potential: On-demand assessments for leadership positions may include scenarios that evaluate a candidate's leadership qualities, decision-making in leadership roles, and conflict resolution skills.
  10. Collaboration and Teamwork: Some assessments focus on a candidate's ability to work collaboratively in a team, communicate with team members, and contribute to group projects.
  11. Creative Thinking: For roles that require creativity, assessments may present challenges that assess a candidate's ability to think innovatively and generate creative solutions.
  12. Ethical Decision-Making: Assessments might include scenarios that assess a candidate's ethical decision-making and integrity in various work-related situations.


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On-Demand Test Scoring

The scoring method used in on-demand assessments can vary based on the specific nature of the assessment and the skills being evaluated.

The scoring method is typically designed to align with the goals of the assessment and the specific skills or attributes being evaluated. Employers may choose or design scoring methods based on the competencies critical for success in the targeted job role. Additionally, transparent communication about the scoring criteria helps candidates understand how they are being evaluated and enhances the overall fairness of the assessment process.

Here are some common scoring methods employed in on-demand assessments:

  1. Correctness and Accuracy:
    • Method: In assessments that involve specific tasks or questions, candidates are scored based on the correctness and accuracy of their responses.
    • Rationale: This method ensures that candidates are evaluated on their ability to provide accurate and precise information, especially in roles that require specific technical or domain knowledge.
  2. Timeliness:
    • Method: Candidates may be scored on the time it takes them to complete the assessment. Some assessments are designed to evaluate not only the correctness of responses but also the efficiency with which candidates can complete tasks.
    • Rationale: Timeliness can be crucial in certain roles where tasks need to be executed promptly. This scoring method assesses a candidate's ability to manage time effectively.
  3. Adaptive Scoring:
    • Method: Adaptive scoring adjusts the difficulty of subsequent questions based on a candidate's performance on earlier questions. It tailors the assessment to the candidate's skill level.
    • Rationale: This method ensures that the assessment challenges candidates appropriately, providing a more nuanced evaluation of their capabilities, especially in cognitive assessments.
  4. Rubric-Based Evaluation:
    • Method: Assessors use predefined rubrics to evaluate open-ended responses or practical tasks. Each aspect of the response is assessed against established criteria.
    • Rationale: This method provides a structured and consistent approach to evaluating subjective or qualitative aspects of a candidate's performance.
  5. Comparative Scoring:
    • Method: Candidates are scored in comparison to a benchmark or a norm group. This method assesses how well a candidate performs relative to others who have taken the same or similar assessments.
    • Rationale: Comparative scoring helps rank candidates, especially when the goal is to identify the top performers within a pool.
  6. Behavioral Assessment Rubrics:
    • Method: In assessments focusing on soft skills or behavioral competencies, predefined rubrics are used to evaluate how well candidates demonstrate desired behaviors.
    • Rationale: This method provides a systematic way to assess qualities such as communication, teamwork, and problem-solving, which are essential in many professional roles.
  7. Weighted Scoring:
    • Method: Different sections or types of questions may be assigned different weights based on their importance. The overall score is calculated by combining the weighted scores.
    • Rationale: This method allows for prioritizing certain skills or competencies over others, reflecting their significance to the role.



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Practice Assessment Test

A Typical assessments can cover a broad range of skills and attributes, depending on the nature of the job. Here are some common types of assessments that might be considered during the hiring process:

  1. Cognitive or Aptitude Tests: These assess a candidate's ability to learn, solve problems, and think critically. They often cover areas such as math, logic, and verbal reasoning.
  2. Personality Assessments: These tests aim to evaluate a candidate's personality traits, work style, and interpersonal skills. They can provide insights into how well a candidate might fit into a particular work culture.
  3. Technical Skills Assessments: For roles that require specific technical expertise, candidates may be asked to complete assessments or tests to demonstrate their proficiency in relevant tools (i.e. Microsoft Excel), programming languages, or other technical skills.
  4. Behavioral Interviews: While not a traditional test, behavioral interviews involve asking candidates about their past behavior in certain situations to predict how they might behave in the future. This assesses qualities like problem-solving, teamwork, and communication skills.
  5. Situational Judgement Test (SJT): These assessments evaluate a candidate's ability to understand and manage their emotions and relate effectively to others in the workplace, based on the situation.
  6. Microsoft Office Tests: for some of the job requiring knowledge of Microsoft Office Applications specialized knowledge of Microsoft Word, Microsoft Excel and Microsoft PowerPoint  are conducted
Cognitive Ability Test

Cognitive ability tests assess candidates' problem-solving, analytical, and reasoning skills, which are essential for a wide range of positions.

Numerical Reasoning Test

Used by Employers to determine your numerical reasoning and data interpretation skills.

Personality Test

A personality assessment test evaluates an individual's behavioral traits, preferences, and characteristics to provide insights into their unique personality profile.

Leadership Test

For leadership positions, a leadership test may be used to assess candidates' leadership potential and ability to manage teams and projects effectively.

Customer Service Test

Candidates applying for customer service representative positions may undergo this test to evaluate their ability to handle customer inquiries, resolve issues, and deliver excellent service.

Verbal Reasoning Test

Company may use this test to evaluate candidates' ability to understand written information and communicate effectively, which is crucial for various roles, including administrative assistants and communication specialists.

Behavioral Test

Behavioral tests can provide insights into candidates' work-related behaviors and personality traits, helping the company to identify individuals who align with the organization's values and culture.

Microsoft Office Test

Candidates applying for administrative roles or positions involving data analysis and reporting may be tested on their proficiency in Microsoft Office applications, such as Excel, Word, and PowerPoint.

SJT Test

SJT (Situational Judgement Test) can help evaluate how candidates respond to real-world work scenarios, providing insights into their decision-making and problem-solving abilities in the context of company's operations.


Microsoft Office Pre-Employment Tests


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On-Demand Civil Service Assessments

These on-demand civil services assessment tests play a crucial role in evaluating candidates for specific roles within government agencies and organizations, ensuring that individuals possess the necessary skills and knowledge for the positions they seek.

  • Government and Public Sector Job Hiring Test: This resource covers a range of topics crucial for success in government positions, from general knowledge to situational judgment.
  • Police Officer - Geared towards aspiring police officers, this resource provides valuable insights and practice materials to help individuals navigate and excel in police officer hiring exams, evaluating candidates on their understanding of law enforcement procedures, critical thinking, and situational judgment.
  • Firefighter Assessment Test - Tailored for firefighter candidates, this assessment test guide equips individuals with the necessary knowledge and skills to excel in firefighter hiring exams, assessing capabilities in areas such as physical fitness, problem-solving, and teamwork.
  • TSA Test - This comprehensive preparation guide offers a thorough review of the skills and knowledge required for success in the Transportation Security Administration hiring process, assessing candidates on areas such as security awareness, attention to detail, and problem-solving abilities.
  • USPS Postal Service Exam Preparation: This comprehensive exam preparation resource is designed to assist candidates aiming to join the USPS by providing insights and guidance on the various exams they may encounter during the hiring process, ensuring they are well-prepared to showcase the necessary skills and knowledge required for positions within the Postal Service.
  • Port Authority Employment Assessment Test: This test evaluates candidates applying for positions at the Port Authority through a comprehensive assessment designed to assess their aptitude, skills, and knowledge, ensuring the selection of qualified individuals capable of meeting the demands of the role within the organization.
  • CritiCall Emergency Dispatcher Assessment: The CritiCall assessment is a crucial tool in the hiring process for emergency dispatchers, testing applicants on various skills such as data entry, multitasking, decision-making, and call summarization to identify individuals best suited for the demands of emergency response and dispatch roles.
  • New York City DCAS Exams - Focused on New York City Civil Service Exams administered by the Department of Citywide Administrative Services (DCAS), this guide helps candidates prepare for various civil service positions by covering topics relevant to the city's administrative and operational needs.
  • New York State - Specifically designed for New York State Civil Service Exams, this resource assists candidates in navigating the unique requirements of the state's civil service positions, ensuring a comprehensive understanding of the exam topics and formats.
  • California Civil Services Exam - Tailored for California Civil Services Cognitive Exam, this guide prepares candidates for the specific challenges of civil service roles in California, covering cognitive abilities essential for effective job performance within the state's public sector.


On-Demand Hiring Assessment Test

Preparing for On-Demand Assessment

Preparing for on-demand assessments involves strategic practice to ensure you're familiar with the types of questions and scenarios you might encounter.

Remember that on-demand assessments are designed to evaluate your skills and suitability for a specific role. By preparing thoroughly and practicing effectively, you can increase your chances of performing well during the actual assessment.

Here are steps you can take to prepare effectively:

  1. Understand the Format:
    • Familiarize yourself with the format of the on-demand assessment. Know whether it involves multiple-choice questions, situational judgment tests, written exercises, or other types of evaluations.
  2. Review Job Requirements:
    • Understand the key skills and competencies required for the job. Review the job description, and identify the specific skills that the assessment aims to evaluate.
  3. Practice Time Management:
    • Many on-demand assessments are timed. Practice working on tasks within the allocated time to improve your time management skills. This will help you get used to the pressure of completing tasks efficiently.
  4. Utilize Practice Materials:
    • Seek out any practice materials provided by the company or assessment platform. This might include sample questions, practice tests, or guidelines on what to expect.
  5. Identify Weak Areas:
    • Take practice assessments to identify your strengths and weaknesses. Focus on improving areas where you feel less confident, and use additional resources or practice questions to strengthen those skills.
  6. Simulate Exam Conditions:
    • Practice in an environment that simulates the actual exam conditions. Minimize distractions, set a timer, and create a quiet space to enhance focus and concentration.
  7. Seek Feedback:
    • If possible, ask for feedback on your practice assessments. This can provide valuable insights into areas for improvement and help you refine your approach.
  8. Develop a Study Plan:
    • Create a study plan that covers all relevant topics. Break down your preparation into manageable sessions, focusing on specific skills during each session.
  9. Stay Informed about Industry Trends:
    • For assessments related to technical skills or industry knowledge, stay updated on the latest industry trends, technologies, or advancements. This ensures you are well-prepared for questions that may test your current knowledge.
  10. Enhance Critical Thinking:
    • On-demand assessments often involve critical thinking and problem-solving. Practice analyzing scenarios, making decisions, and providing well-reasoned responses to questions.
  11. Build Confidence:
    • Confidence is key during assessments. Regular practice builds familiarity and confidence. Remind yourself of your achievements and capabilities as you prepare.
  12. Stay Calm and Relaxed:
    • On the day of the assessment, ensure you are well-rested and relaxed. Take deep breaths and stay calm during the assessment. This mindset can positively impact your performance.


How to Succeed on Assessment Test

Practicing before taking an assessment test is essential for several reasons, and it significantly contributes to a candidate's preparation and performance during the actual test.

Practicing before taking an assessment test is a strategic investment in a candidate's success. It not only enhances familiarity with the test but also enables candidates to fine-tune their skills, manage time effectively, and build the confidence needed to perform at their best. Regular, targeted practice is a key component of successful test preparation.

Here's a detailed breakdown of why practicing is important and how it helps job candidates pass the test:

  • Familiarity with Test Format: Practicing exposes candidates to the specific format of the assessment, including the structure of the questions, the time constraints, and any unique features of the test. This familiarity helps reduce anxiety and nervousness during the actual test, allowing candidates to navigate the assessment with more confidence.
  • Understanding Question Types: Different assessments include various question types, whether they are related to cognitive abilities, personality traits, or job-related skills. Practicing enables candidates to understand the types of questions they might encounter, whether it's numerical reasoning, verbal reasoning, situational judgment, or others. Recognizing question patterns allows candidates to develop effective strategies for each type.
  • Identifying Areas of Weakness: Through practice, candidates can identify their strengths and weaknesses in different areas assessed by the test. Recognizing areas of weakness allows candidates to focus their efforts on improvement, whether it involves brushing up on certain skills or learning specific strategies to approach particular question types more effectively.
  • Time Management Skills: Assessment tests are often timed, and effective time management is crucial. Practicing helps candidates develop strategies for allocating time wisely across different sections, ensuring that they can complete the test within the given timeframe. This is particularly important for cognitive aptitude tests where time pressure is a common factor.
  • Building Confidence: Confidence plays a significant role in test performance. As candidates practice and become more comfortable with the test format and question types, their confidence levels increase. This heightened confidence positively impacts their ability to approach questions calmly, make reasoned decisions, and perform optimally.
  • Improving Performance: Regular practice contributes to skill improvement and enhances overall performance. Whether it's refining mathematical abilities, honing critical thinking skills, or becoming more adept at interpreting graphs and data, candidates who practice consistently are likely to see improvement in the areas assessed by the test.
  • Reducing Test Anxiety: Assessment tests can be stressful, especially if candidates are unprepared. Practicing serves as a form of stress inoculation, helping candidates manage anxiety by providing a sense of control and preparedness. Familiarity with the test conditions and content contributes to a more relaxed and focused test-taking experience.
  • Customizing Study Strategies: Through practice, candidates can determine which study methods and strategies work best for them. Some may benefit from more frequent, shorter practice sessions, while others may prefer more extended study periods. Understanding one's optimal study approach can maximize the effectiveness of preparation efforts.


Jobs That Tested with On-Demand Assessments

On-demand assessments are commonly used for various job roles, especially those that require specific skills, competencies, and cognitive abilities.

These examples illustrate how on-demand assessments can be tailored to specific job roles to evaluate candidates' skills and competencies effectively. The flexibility and accessibility of on-demand assessments make them particularly useful for assessing candidates in a wide range of positions across various industries.

Here are some jobs for which on-demand assessments are most likely to be used and the reasons behind their application:

  1. Software Developer/Engineer:
    • Reason: On-demand coding assessments can evaluate a candidate's programming skills, problem-solving abilities, and familiarity with specific coding languages. These assessments help assess technical proficiency efficiently.
  2. Data Analyst/Scientist:
    • Reason: On-demand tests in data analysis assess candidates' quantitative skills, statistical knowledge, and ability to work with data sets. These assessments can include tasks related to data interpretation, visualization, and manipulation.
  3. Digital Marketing Specialist:
    • Reason: On-demand assessments for digital marketing roles may evaluate candidates' knowledge of SEO, SEM, social media platforms, and analytical skills. They provide insights into a candidate's ability to strategize and implement digital marketing campaigns.
  4. Customer Support Representative:
    • Reason: On-demand situational judgment tests and communication assessments can evaluate a candidate's problem-solving skills, empathy, and ability to handle customer interactions effectively.
  5. Project Manager:
    • Reason: On-demand assessments for project management roles can include scenario-based exercises to evaluate a candidate's ability to prioritize tasks, manage timelines, and make strategic decisions in a project setting.
  6. Sales Representative:
    • Reason: On-demand assessments for sales positions may involve scenarios that test a candidate's sales acumen, negotiation skills, and communication abilities. These assessments help evaluate a candidate's approach to sales challenges.
  7. Financial Analyst:
    • Reason: On-demand assessments for financial analysts can evaluate candidates' analytical skills, understanding of financial concepts, and ability to analyze and interpret financial data. These assessments may include exercises related to financial modeling and forecasting.
  8. Graphic Designer:
    • Reason: On-demand assessments for graphic design roles may involve tasks such as creating sample designs or solving design problems. These assessments help evaluate a candidate's creativity, software proficiency, and attention to detail.
  9. Quality Assurance Tester:
    • Reason: On-demand testing for QA roles can assess candidates' understanding of software testing principles, attention to detail, and ability to identify and report defects in software applications.
  10. Administrative Assistant:
    • Reason: On-demand assessments for administrative roles may include tasks related to time management, organization, and problem-solving. These assessments help evaluate a candidate's ability to handle administrative tasks efficiently.


Employers Using On-Demand Testing

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Determine the Next Number in the Sequence

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Why Prepare with JobTestPrep Practice Materials

  1. Realistic Test Simulation: JobTestPrep provides practice tests that accurately replicate the format and difficulty level of the actual test, allowing you to prepare effectively for the real assessment.
  2. Eliminate Stress by Practicing Time Management Practice: Practicing with time limits helps you improve your speed and accuracy during the test, ensuring you can efficiently complete all sections within the allotted time.
  3. Get Detailed Feedback and Customized Study Plan: JobTestPrep's practice tests offer detailed feedback and personalized study plans based on your performance, enabling targeted improvement and optimized study time.

Next Step: Prepare for the Assessment Test

Preparing for an employment assessment test can be a daunting task, but practicing beforehand can significantly improve your chances of success. Below are 3 reasons why you might consider to get prepared by practicing using materials from JobTestPrep.

Using JobTestPrep practice materials can be an effective way to prepare for the employment assessment test, helping you to build confidence and increase your chances of success. By following these tips and practicing regularly, you can improve your chances and succeed on the test. Select the best Option for the assessment among the tests listed below:

  1. Cognitive Ability Test: Cognitive ability tests assess candidates' problem-solving, analytical, and reasoning skills, which are essential for a wide range of positions.
  2. Leadership Test: For leadership positions, a leadership test may be used to assess candidates' leadership potential and ability to manage teams and projects effectively.
  3. Customer Service Skills Test: Candidates applying for customer service representative positions may undergo this test to evaluate their ability to handle customer inquiries, resolve issues, and deliver excellent service.
  4. Verbal Reasoning Test: Company may use this test to evaluate candidates' ability to understand written information and communicate effectively, which is crucial for various roles, including administrative assistants and communication specialists.
  5. Behavioral Test: Behavioral tests can provide insights into candidates' work-related behaviors and personality traits, helping the company to identify individuals who align with the organization's values and culture.
  6. Microsoft Office Test: Candidates applying for administrative roles or positions involving data analysis and reporting may be tested on their proficiency in Microsoft Office applications, such as Excel, Word, and PowerPoint.
  7. Situational Judgment Test (SJT): SJTs can help evaluate how candidates respond to real-world work scenarios, providing insights into their decision-making and problem-solving abilities in the context of company's operations.

All the best on your job interview and assessment test! Good luck & I truly hope you will get hired soon!

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