The HTML Programming (Short) assessment is designed to evaluate the knowledge and skills necessary for entry-level to mid-level programmers to write and maintain webpages for business websites using the standard modern specification of HTML. The test measures candidate and employee proficiency across five key skill areas: HTML Document Structure and Head Configuration, Content Layout and Structural Elements, Hyperlinks, Images, and Media Elements, HTML Forms and Input Elements, and Attributes, Accessibility, and Validation. It assesses comprehension of document structures, doctype declarations, head elements, content layout using headers, paragraphs, lists, hyperlinks, text marks, image elements, and the creation of forms using input fields, selection menus, buttons, and labels, as well as accessibility compliance and markup validation. The assessment uses a variety of question formats, including Essay Composition, Multiple Choice, and Multiple Correct Answer questions, with questions drawn from a large pool to help prevent cheating. One or more questions incorporate artificial intelligence in scoring, and select questions include individual time limits to further deter cheating and improve predictive performance.

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 HTML 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.