Six question types, a live code compiler, AI-generated questions and proctored sessions, scored automatically and filed straight into your hiring pipeline.
A candidate assessment on GetHirePlus is a scored skills test you send to applicants before, or instead of, a first-round interview. You build it from six question types, including coding with a live compiler, or generate questions with AI. Candidates take it in the browser, and results land in the applicant tracking system.
The point is to move the skill check earlier. Resume screening tells you who claims a skill; an assessment tells you who has it, before anyone spends an hour on a call.
GetHirePlus supports six question formats, and you can mix them inside a single assessment, so one test can cover role knowledge, reasoning and hands-on skill at the same time.
| Question type | What it measures | Best used for |
|---|---|---|
| MCQ | Role knowledge, recall, standards | High-volume screening where answers are unambiguous |
| Coding (live compiler) | Working code, not code-shaped text | Engineering and data roles |
| Puzzles | Structured problem solving | Reasoning-heavy roles; graduate hiring |
| Mind games | Pattern recognition, working memory | Roles where you cannot test job knowledge yet |
| Open-ended | Judgement and reasoning in the candidate's own words | Support, sales, ops, design |
| Subjective | Long-form written communication | Writing, marketing, client-facing roles |
Coding questions open in a built-in editor with a live compiler. Candidates write, run and debug inside the assessment instead of pasting an answer into a text box, which means you are scoring behaviour, not just a final string. The same editor is used in live coding interviews, where it supports 8+ programming languages, so a candidate who passes the take-home stage can be re-tested live in the same environment. Comparing coding test tools? See GetHirePlus vs iMocha.
Unproctored online tests tell you less than they used to. CodeSignal reported that cheating and fraud-attempt rates on its proctored assessments rose from 16% in 2024 to 35% in 2025. HackerEarth reported proctoring use among its own assessment customers climbing from 64% in January 2025 to 77% by that July. The tactics recruiters now see include a second window running a chatbot, browser extensions that overlay generated answers, proxy candidates, and a second device off-camera.
GetHirePlus assessments can be run proctored. Proctoring alone does not solve cheating, though. Layering a few controls works better (our guide on stopping candidates from cheating with AI on assessments goes deeper):
A note on fairness. Assessments used in hiring are selection procedures. In the US, a test with a disparate impact must be job-related and consistent with business necessity under Title VII of the Civil Rights Act. In the EU, the EU AI Act classes AI systems used to screen or evaluate candidates as high-risk (Annex III), with those obligations applying from 2 December 2027 after the Digital Omnibus on AI moved them from 2 August 2026. Keep a named human reviewer who can override an automated result, and keep records of why each assessment is used for each role.
Assessments are one stage in a pipeline that stays inside a single system: AI resume screening ranks inbound applicants against a relevancy threshold, the assessment tests skill, an AI phone interview or live video interview covers the shortlist, and offer letter generation plus post-offer document collection closes the loop. Because every stage writes to the same ATS, the assessment score sits beside the resume score and the interview transcript rather than in a separate tool you have to reconcile.
For candidates, GetHirePlus also runs free AI mock interviews and learning paths, so the same skills you are testing for are ones candidates can practise against.
A candidate assessment is a structured test you send to applicants before or instead of a first-round interview. On GetHirePlus you build the test from a question bank or generate questions with AI, send it to candidates, and get scored results back in the applicant tracking system alongside each candidate's resume score and interview transcripts.
Six types: multiple choice (MCQ), coding questions with a live compiler, puzzles, mind games, open-ended questions, and subjective long-form answers. You can mix types within a single assessment, so one test can cover role knowledge, reasoning and hands-on skill at once.
Yes. Coding questions run in a built-in editor with a live compiler, so candidates write, run and debug code inside the assessment rather than pasting an answer into a text box. The same code editor is used in GetHirePlus live coding interviews and supports 8+ programming languages.
Yes, assessments can be run proctored. Employers are leaning on it more: HackerEarth reported proctoring use among its assessment customers rising from 64% in January 2025 to 77% by that July, and CodeSignal reported cheating and fraud-attempt rates on its proctored assessments rising from 16% in 2024 to 35% in 2025.
No single control is sufficient. The practical stack is: proctor the session, prefer question types that are hard to paste into a chatbot (puzzles, mind games, role-specific open-ended questions), rotate questions between candidates, and verify anything that matters in a live round. GetHirePlus supports all four: proctored assessments, six question types including puzzles and mind games, AI question generation for rotation, and live coding interviews for verification.
Use coding questions with the live compiler for engineering roles; MCQ for role knowledge and compliance-style screening at volume; puzzles and mind games for reasoning-heavy roles where you cannot test job knowledge directly, such as graduate and career-switcher hiring; and open-ended or subjective questions for writing, support, sales and design roles where judgement and communication are the actual job.
Keep the first assessment short enough that candidates finish it, for most roles that means a focused test on the two or three skills that actually predict performance, not a full survey of the job description. Longer hands-on exercises are better placed after a first screen, once both sides have shown intent.
A typical flow is AI resume screening to rank inbound applicants against a relevancy threshold, then an assessment to test skill, then an AI phone interview or live video interview for the shortlist, then offer letter generation and post-offer document collection. Every stage writes back to the same applicant tracking system.
No. Assessments run in the browser, including the coding editor and compiler. Candidates get a link and can complete the assessment on their own schedule.
GetHirePlus has three plans with no minimums and no setup fee. Starter is free ($0/month); you add a credit card and AI interview usage is billed at $0.14/min (₹12). Growth is $100/month plus AI interview usage at $0.09/min (₹8), with unlimited interview time and unlimited users. Enterprise is custom. See the pricing page for what each plan includes.
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