The Software Quality Assurance (QA) assessment is designed to measure the knowledge and skills necessary for Quality Assurance Analysts to design and execute software quality programs, evaluating candidates and employees across key areas including test planning and test case design, defect identification and lifecycle management, types of testing and when to apply them, requirements analysis and test coverage, test execution and reporting to stakeholders, and QA within the software development lifecycle (SDLC). The test measures understanding of critical QA concepts such as functional, regression, integration, and acceptance testing, test estimation and execution, risk-based testing priorities, verification and validation activities, entry and exit criteria, configuration management, review techniques, and quality metrics used to communicate testing progress.

The assessment uses a variety of question formats, including multiple choice, multiple correct answer, and essay composition questions, with one or more questions scored using artificial intelligence and one or more questions subject to individual time limits to improve predictive performance and deter dishonest behavior. To further prevent cheating, questions are drawn from a large pool, ensuring each test administration presents a unique and secure set of items that accurately reflects each candidate's or employee's skill level in software quality assurance.

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 Software Quality Assurance (QA) 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.