The C++ Programming (Short) test is designed to evaluate the knowledge and skills of entry-level to mid-level programmers in writing, debugging, deploying, and maintaining business applications using C++. It measures proficiency across key areas including Object-Oriented Programming, Memory Management and Pointers, the Standard Template Library, Control Flow and Program Structure, Error Handling and Exception Management, and the C++ Data Types and Type System. The test covers a broad range of topics such as classes, inheritance, polymorphism, encapsulation, pointers, references, memory allocation, STL containers and algorithms, file I/O, string manipulation, compiler errors, debugging techniques, namespaces, templates, and preprocessor directives.

The assessment uses a variety of question formats, including Multiple Choice, Multiple Correct Answer, and Essay Composition questions, with some questions scored using artificial intelligence to ensure accurate evaluation. Questions are drawn from a large pool to minimize the risk of cheating, and one or more questions include individual time limits to further deter dishonesty and enhance the predictive value of results. Together, these features make the C++ Programming (Short) test a comprehensive and reliable tool for assessing candidate and employee skill in real-world C++ development.

The specific attributes measured include:

Following completion, the test produces a Candidate Selection Report that includes an overall score and detailed scores for each attribute.

The Candidate Selection Report also provides expert interview questions that help you probe critical or low-scoring areas, along with a guide for noting your evaluation of the candidate's responses. Consistent use of an interview guide is an important part of gaining better candidate insights and making better hiring decisions.

Note that while the C++ Programming (Short) assessment is a useful and efficient instrument for confirming a base level of skill or knowledge about this important topic, it is not intended to pinpoint the exact level of candidate or skill. We recommend that skills tests, like this one, be used in parallel with other measurements, such as cognitive ability, job fit, and behavioral history. Each different type of test provides a valuable piece of information you can use when evaluating potential job performance.