Our Philosophy:

We provide the dynamic environment to enable your applicants and finalists to prove that they truly have the technology skills they claim. We don’t administer standardized tests or multiple-choice quizzes. We create actual scenarios that allow applicants to prove their knowledge in real time, under the real world pressures of a deadline. We can provide the same set of scenarios for all of your candidates so that you can compare their performance and skill levels, or we can provide individualized scenarios. We can draw from our library of standard scenarios, or create customized scenarios targeted specifically to your needs.

The Practical Tech Test team aims to make hiring guesswork a thing of the past. Our team will administer and analyze the results of a test, allowing you to make hiring decisions quickly and confidently. By putting your finalists to the test, you can be sure that the individual you decide to hire for a technical position is the best qualified for the job, and can handle the real-world pressure of a deadline.

Where the need came from:

Every company tries to make the best hiring decisions possible by bringing in people who they believe have the technical skills and competence necessary.

But how do you know that your applicants truly have the technical skills and knowledge that they list on their resumes? If you have more than one finalist, how do you know which one can do the best job?

In a perfect world, no candidate for employment would lie about skill and ability on his or her resume. Most companies make hiring decisions based on the assumption that their applicants are experienced with all the technical skills listed on their resume, often because verifying these claims requires a great deal of time, resources and technical expertise. Instead, companies assume that their applicants’ claims are all truthful, hire the people they consider the best fit for the job, and place the their technology and reputation firmly in their hands.

Some companies rely on arbitrary certifications as evidence of technical ability and knowledge. However, this is not always an accurate measure. First of all, it’s difficult to know if a candidate really has that certification or not. However, even if an applicant really did obtain a certificate, it isn’t easy to tell how well they performed on the test, or how well they can apply their grasp of the theory in a real world situation. Finally, if a company has multiple finalists for a technical position, it is difficult to tell who is the best qualified for the job.