The Information Security Analysis assessment is designed to measure the knowledge and skills of job candidates and employees in the principles and practices essential to protecting computer networks and systems from threats. The test evaluates a broad range of competencies across six key areas: Threat and Vulnerability Assessment, Network Security Monitoring and Incident Response, Access Control and Identity Management, Security Policies, Compliance, and Risk Management, Malware Awareness and Social Engineering Defense, and Cryptography and Data Protection.

The assessment uses a variety of question formats, including Multiple Choice, Multiple Correct Answer, and Essay Composition questions, with questions drawn from a large pool to help prevent cheating. One or more questions are subject to individual time limits to further deter cheating and enhance predictive performance, and artificial intelligence is utilized in the scoring of one or more questions to ensure accurate and objective evaluation of candidate responses.

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 Information Security Analysis 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.