Skills assessments

What are skills assessments?

A skills assessment is a method used by employers to evaluate a candidate’s ability to perform specific job-related tasks. These assessments are aimed at identifying candidates with the skills and competencies required for a role.

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What are skills assessments used to evaluate?

Skills assessments are designed to measure a range of abilities, providing a structured approach to identifying the best candidate for a role. Key areas assessed typically include:

Technical skills and knowledge

• Assessing a candidate’s ability to perform specific job-related tasks, such as coding, writing, or operating specialised software.
• Example: A graphic designer may be tasked with creating a design using specific software during the assessment.

Problem-solving

• Evaluating how a candidate approaches and resolve challenges, often under time constraints.
• Example: An IT specialist might troubleshoot a simulated system error.

Creativity and innovation

• Gauging a candidate’s ability to think outside the box and generate new ideas relevant to the role.
• Example: A marketing candidate may be asked to draft a creative campaign concept.

Attention to detail

• Measuring accuracy and precision in tasks that require careful analysis or thoroughness.
• Example: A data analyst might complete an exercise involving the identification of errors in a dataset.

Communication skills

• Evaluating verbal and written communication abilities through exercises such as presentations or written reports.
• Example: A sales role might include preparing and delivering a persuasive pitch.

Time management

• Determining how efficiently a candidate completes tasks within a set timeframe.
• Example: A project manager might be assessed on their ability to prioritise and meet deadlines.

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Considerations when planning skills assessments

Skills assessments offer a structured way to evaluate candidates’ abilities and ensure alignment with job requirements. However, their design and implementation can inadvertently create barriers for neurodivergent individuals if inclusivity isn’t considered.

Jeremy a neurodivergent employer shared,

“I have gone through coding tests (a form of skills assessments) as both a candidate and a hiring manager. When they’re done right, they work wonderfully. When they’re done poorly, they’re exclusionary and unpleasant.”

Relevance to job requirements

One of the fundamental questions when using skills assessments is whether they truly evaluate the skills required for the role. Assessments that include tasks unrelated to the role may disproportionately disadvantage neurodivergent candidates, whose strengths often align with real-world problem-solving rather than theoretical exercises. For example, a logic puzzle or brainteaser may feel irrelevant for a candidate applying for a creative or technical position, where the actual job requires technical proficiency rather than quick pattern recognition.

This misalignment can also lead to a focus on how candidates perform under artificial conditions, such as time pressures or high-stress scenarios. While these traits may be necessary for some roles, they are often overemphasised in assessments, potentially sidelining candidates who excel in thoughtful, methodical problem-solving.

Jeremy a neurodivergent employer shared,

“The assignment was manageable… and seemed like it represented the actual work I would do in the job. After it went through initial review, I was then asked to come in for a live pair programming interview where the interviewers asked me to explain the code and add another feature. I found the process fun – it let me see what it would be like working with the company and let them see whether I could code and work as part of the team.”

Diversity in cognitive styles

Neurodivergent individuals often have unique strengths, such as creative thinking, attention to detail, and innovative problem-solving. However, traditional skill tests usually favour similar thinking styles, focusing on speed, specific “right” answers, or following standard methods.

For example, a timed test assessing problem-solving ability may unfairly penalise a neurodivergent candidate who takes more time to consider a wide range of possibilities before answering. Similarly, assessments that favour quick verbal responses or on-the-spot decision-making might undervalue the strengths of individuals who prefer to process information more deeply before responding.

This raises an important question for recruiters: Are skills assessments truly measuring the abilities needed for success in the role, or are they inadvertently favouring candidates who fit into a narrowly defined “norm”?

Accessibility of assessment design

Accessibility is another significant area of concern. Many neurodivergent candidates face challenges with assessments that are not designed to accommodate diverse sensory, cognitive, or communication needs. Sensory sensitivities, for instance, can be triggered by the environment in which an assessment takes place—whether it’s an overly bright room, a noisy digital platform, or a format that feels overwhelming.

Jeremy a neurodivergent employer shared,

“A positive experiences I have had as a candidate involved a take home coding test where I could write the code in an environment, I was comfortable in.”

The way instructions are delivered can present additional barriers. Neurodivergent individuals may struggle with vague or overly complex directions, especially if they rely on assumptions about how tasks should be completed. Clear, step-by-step instructions are not just a best practice—they are essential for creating an inclusive assessment process.

Time constraints and stress factors

Time-limited tasks are a common feature of skills assessments, yet they can be particularly challenging for neurodivergent individuals. Research has shown that time pressure disproportionately affects ADHD or autistic candidates, who may excel when given the opportunity to focus deeply but falter under strict time constraints.

Jeremy a neurodivergent employer shared,

“I have had bad experiences with Hacker rank style algorithmic challenges with tight time limits and tasks that don’t correspond to the job description.”

Stress-inducing scenarios—such as problem-solving in front of an evaluator or completing a task in a noisy, high-pressure environment—can also create barriers. These conditions often prioritise how well a candidate handles stress rather than assessing their actual ability to perform the job. For many neurodivergent individuals, a low-pressure setting might reveal a completely different level of skill and creativity.

Bias in assessment methods

Bias is at risk in any form of evaluation, and skills assessments are no exception. The design of these assessments may inadvertently favour certain cultural norms, cognitive approaches, or communication styles, leaving neurodivergent candidates at a disadvantage. For instance, assessments that prioritise teamwork or verbal communication skills may undervalue the strengths of candidates who thrive in independent or written communication tasks.

Another concern is the interpretation of behaviours of neurodivergent candidates. Recruiters unfamiliar with neurodivergence might misinterpret behaviours—such as avoiding eye contact, taking longer to answer questions, or solving problems in unconventional ways—as signs of incompetence or lack of interest. This misunderstanding can lead to talented candidates being overlooked.

Candidate experience and engagement

The candidate experience is often overlooked in discussions about skills assessments. For neurodivergent candidates, poorly designed assessments can not only create practical barriers but also impact their confidence and willingness to engage in the process. An overly complex assessment can leave candidates feeling excluded or inadequately prepared, reducing their ability to show their true potential.

For example, candidates may find it stressful to walk into an assessment without a clear understanding of what will be expected of them. This is particularly true for neurodivergent individuals who may prefer structure, predictability, and the ability to prepare in advance. Inaccessible assessment formats—whether due to technical limitations or sensory overload—further exacerbate the issue, leaving candidates feeling alienated.

By considering issues such as relevance, cognitive diversity, accessibility, and bias, recruiters can ensure that skills assessments are not only inclusive but also reflective of the diverse ways in which talent presents. This approach not only benefits neurodivergent candidates but also enables organisations to tap into a wider talent pool, allowing candidates to show their creativity, innovation, and problem-solving potential.

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Skills assessment types

Follow the links below for a guide on each assessment type.