The Property Management (Commercial Properties) test is designed to evaluate the knowledge and skills necessary for entry-level to mid-level commercial property managers to perform tasks encountered in the long-term management and oversight of commercial properties. The assessment measures competency across six key areas: Lease Agreements, Tenant Relations and Retention, Rent Collection and Financial Management, Maintenance Coordination and Vendor Management, Property Inspections and Compliance, and Owner Reporting and Occupancy Management. These focus areas encompass critical knowledge such as lease terms and obligations, budgeting and financial reporting, vendor sourcing and oversight, regulatory compliance, emergency procedures, and communication with property owners.

The test uses a combination of Multiple Choice, Multiple Correct Answer, and Essay Composition questions, with questions drawn from a large pool to help prevent cheating. Certain questions are subject to individual time limits to further deter dishonesty and improve predictive accuracy, and one or more questions are scored using artificial intelligence to ensure consistent and objective evaluation. Together, these features make the assessment a thorough and reliable tool for measuring the skills required for effective commercial property management.

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 Property Management (Commercial Properties) 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.