A pre-employment skills test I build from your first week
An interview rarely shows whether someone can count a till or follow a safety step. I build a short practical check from first-week tasks. Every candidate gets the same job-related check, with reasonable accommodations on request; the result is one input with the interview, and you decide who gets an offer.
A short practical check from real first-week tasks, used before the offer as one input. You decide who gets an offer.
The check asks about the work itself: a few scenarios from the job.
“Each manager tests differently.”
One check per role, scored one way, so results are comparable.
“Online tests measure things we don’t do.”
Every question comes from your tasks, and the person who knows the job approves it.
How I take it on
From your early tasks to a check before the offer
In its guidance on employment tests, the EEOC says employment tests should be properly validated for the positions and purposes for which they are used, and updated as job requirements change.
1
The tasks, listed
What a new hire must handle alone early on, and which of those you expect people to know already.
2
Questions from the job
I draft practical questions and short scenarios for what you will not teach. You remove any that only a trained person could answer.
3
An interview guide
Follow-up questions tied to the same tasks, so every finalist hears the same ones.
4
By link, before the offer
Candidates take the check from a link. You go over their answers with them before deciding.
5
Check the check
After a few hires we compare results with how people did on the job and rewrite questions everyone gets wrong. Before using results to exclude applicants, validate the assessment for its intended use, review adverse impact, and provide reasonable accommodations where required.
Example
A cleaning crew that hires every month
You said: "Half our new cleaners are gone within weeks. I want to stop guessing at the offer." I start with what goes wrong first. Example · cleaning company, crew members
MonYour crew lead talks me through what goes wrong in week one
Tue12 questions drafted: product safety, order of work in a room, a client at home
WedYou remove 2 that only a trained cleaner could answer and decide how the results will be used
ThuInterview guide approved. The check goes out by link
Next weekYou go over answers in the interview and decide whom to offer jobs to
Who does what
Who does what
You
Approve the questions, decide how the result is used and who gets an offer.
Your crew lead
Explains what goes wrong early and reviews the questions.
Candidates
Take the same check from a link before the offer.
Me
Draft the check and the interview guide, and rewrite questions that don't predict job performance.
The check can't tell you whether someone is honest or on time; references and a trial shift do. Whom you hire and what you pay stay with you, and your lawyer answers any question about a specific hiring rule.
Before you start
What working with me takes
You send
The tasks a new hire handles in the first week, and a short talk with the person who does them well.
You get
A practical check for candidates, an interview guide and a way to compare results with how hires do on the job.
Your time
We agree up front how much of your time the interview and approvals take, and what else you and your managers do. How the result is used and the offer are yours.
Who helps
I prepare the materials. My team sets me up, supports your account and runs your demo. A person confirms every meeting and every payment.
Example · skills check, cleaning crew
Before the offer: crew memberDraft for your approval
By link · 12 questions · one input to your decision
Which two products never go in the same bucket?
You enter a room. What do you clean first, and what last?
The client is home and asks you to skip the kitchen. What do you do?
A product splashes on your skin. What are your first steps?
You decide who gets an offerEditApprove check
Sample result on this page, not a client's work.
FAQ
Questions owners ask about skills tests before hiring
How do I create a pre-employment skills test for my business?
From the tasks a new hire must handle alone early on. I draft practical questions and short scenarios for what you expect people to know already, and you remove any that only a trained person could answer. Every question comes from your tasks, and the person who knows the job approves it.
How do I keep a pre-employment test consistent for every candidate?
One check per role, scored one way, so results are comparable. Every candidate gets the same job-related check, with reasonable accommodations on request, and an interview guide ties follow-up questions to the same tasks, so every finalist hears the same ones. Your lawyer answers any question about a specific hiring rule.
What can't a pre-employment skills test tell me?
Whether someone is honest or on time; references and a trial shift do. The result is one factor considered alongside the interview: you go over each candidate's answers with them before deciding, and you decide who gets an offer.
EEOC guidance on employment tests: “Employers should ensure that employment tests and other selection procedures are properly validated for the positions and purposes for which they are used.” Employers “should keep abreast of changes in job requirements and should update the test specifications or selection procedures accordingly.” Source: EEOC, Employment Tests and Selection Procedures (checked 2026-10-25).
BEFORE THE NEXT OFFER
Tell me the task new hires get wrong first. I'll turn it into questions for candidates.
