--- **4 Best Tests to Screen Developer Skills Before Hiring** High-quality software developers have to be at the top of their game in multiple disciplines: programming, mathematical aptitude, analytical skills; the list goes on. A resume and a portfolio will demonstrate a candidate’s experience and skill set, but to be certain you're sourcing the best talent, you'll need other ways to test applicants. Because of the nature of software development, a single test for developers isn't going to be enough to accurately screen candidates. Hiring managers need a range of tests to accurately determine a candidate's ability. With an effective recruitment process that properly [vets developer candidates](/content/blog/guide-to-developer-vetting-process-in-2023/index.html), you can better identify talented software engineers to join your team. Hiring the right employees from the start will save you significant time and money, helping you find the ideal candidate quickly and accurately. **Table of contents:** 1. Live coding tests 2. Automated tests 3. Programming questionnaires 4. OCEAN personality test ## 1. Live coding tests Evaluating your candidate's coding skills is one of the most important steps in the hiring process. As well as testing their technical skills, live coding challenges test your candidate's ability to **think on their feet**. You'll want to ensure your software developers can produce **high-quality code in a set amount of time**. With this real-time assessment, you'll observe how the candidate performs under pressure while putting your applicant's problem-solving skills to the test. There are multiple advantages of live coding interviews, but most of all they give you a deeper understanding of how applicants **think and communicate while coding**. However, one of the main criticisms of live coding challenges is that the content is unrealistic and therefore doesn't accurately test skills to match the job. With this in mind, the key to getting the most out of your live-coding tests is to use _realistic content_ that is representative of the day-to-day tasks expected of candidates. ### How to do it Candidates can either solve a task on a (virtual) whiteboard — writing code by hand — or with a pair programming test, where the interviewer and interviewee collaborate to solve a hypothetical coding task. Keep the testing time to a maximum of 45 minutes. Remember that this test aims to assess **a candidate's coding process, rather than the end result**, so don't immediately rule out applicants if they don't manage to complete the test in time. #### Top platforms for live coding tests: 1. [Codility](https://www.codility.com/) 2. [HackerRank](https://www.hackerrank.com/) 3. [CodeSubmit](https://codesubmit.io/) 4. [HireVue](https://www.hirevue.com/) 5. [CoderByte](https://coderbyte.com/) ## 2. Automated technical tests Automated tests are a great way to save time as they automatically sort highly-skilled candidates from the novices. They allow you to run **quick, reliable tests** where candidates code their way through **real-world tasks**. Recruiters can rely on coding test automation technology to analyze a candidate's skills, which are **automatically evaluated**. Their performance metrics are then emailed to hiring managers as individual coding ability reports. Let's look at how to set up automated tests. ### How to do it There are multiple platforms that offer a range of pre-built programming tests for employers to send out to applicants using a unique link. The best-rated platforms are [Tests4Geeks](https://tests4geeks.com/) and [TestGorrilla](https://www.testgorilla.com/es/). ## 3. Programming questionnaire Analyzing candidates' problem-solving skills is a must. Programming questionnaires give applicants a chance to show off their capacity for critical thinking. Many of the questions appear deceptively easy, which filters out many of the weaker candidates and highlights the exceptional programmers. ### How to do it If you're looking for a pre-prepared questionnaire, [FizzBuzz](https://blog.tdwright.co.uk/2022/07/14/fizzbuzz-is-fizzbuzz-years-old-and-still-a-powerful-tool/), [Top Coder](https://www.topcoder.com/community/competitive-programming/) and [Google Code Jam](https://codingcompetitions.withgoogle.com/codejam) offer industry-standard tools. ## 4. OCEAN personality test Often referred to as **The Big Five**, the OCEAN personality test offers insights into a candidate's soft skills by identifying their scores on five key personality traits: 1. Openness to Experience 2. Conscientiousness 3. Extraversion 4. Agreeableness 5. Neuroticism To complete the test, candidates will go through a list of statements that affirm or deny each OCEAN trait, scoring between 1-5 on each. ### How to do it [Implementing an OCEAN personality test](/content/blog/how-to-use-the-ocean-personality-test-in-job-recruitment-process/index.html) is very simple, with various platforms like [TestGorilla](https://www.testgorilla.com/test-library/personality-culture-tests/big-5-personality-test/?utm_term=&utm_campaign=Performance_Max_AU_NZ&utm_source=adwords&utm_medium=ppc&hsa_acc=4932434860&hsa_cam=14324002500&hsa_grp=&hsa_ad=&hsa_src=x&hsa_tgt=&hsa_kw=&hsa_mt=&hsa_net=adwords&hsa_ver=3&gclid=CjwKCAiA5sieBhBnEiwAR9oh2ikzW6djxJypRCfU-FuA2lsDUIoUViJdj9hpjUpMj8hW5s3A_aOophoCZDIQAvD_BwE). ### Summary Finding the right candidate isn't just about assessing their coding skills, it's also about how they'll fit into your company. Testing technical skills is essential. Here are some tools that help you do it: --- **What are the benefits of testing for developers?** Thorough, effective tests for vetting software engineers enable you to make evidence-based hiring decisions, saving you time and money.