The IT Project Management (Short) test is an employment assessment designed to measure the depth of knowledge and skills that job candidates and employees possess in the principles and practices of Information Technology Project Management. The test evaluates core competencies across six key areas: Project Planning and Scheduling, Scope Management, Risk Management, Stakeholder Communication and Reporting, Budget and Cost Management, and Project Lifecycle and Methodology, covering critical skills such as developing schedules, defining scope, identifying risks, managing budgets, and applying waterfall and agile methodologies. It assesses understanding of the full project lifecycle from initiation through closure, including work breakdown structures, earned value management, change control, procurement, and lessons learned.

The test uses a variety of question formats including Multiple Choice, Multiple Correct Answer, and Essay Composition questions, with questions drawn from a large pool to minimize the risk of cheating and ensure assessment integrity. One or more questions are subject to individual time limits to further deter cheating and enhance the predictive accuracy of results, and artificial intelligence is utilized in the scoring of one or more questions to ensure objective and consistent evaluation of 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 IT Project Management (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.