The Programming with R test is an employment assessment designed to measure the ability of job candidates and employees to write, debug, execute, and maintain programs and scripts for data analysis using the R programming language, targeting entry-level to mid-level analysts. The test evaluates skills across six key areas: Data Structures, Data Transformation and Manipulation, Control Flow and Functions, Importing and Exporting Data, Data Visualization with ggplot2, and Error Handling and Debugging. It assesses proficiency with core R concepts such as vectors, lists, data frames, and matrices, as well as the use of packages like dplyr, tidyr, and ggplot2, string manipulation tools, and iteration techniques using apply functions.

The assessment uses a combination of Multiple Choice, Multiple Correct Answer, and Essay Composition questions drawn from a large question pool to help prevent cheating and ensure a unique testing experience for each candidate. One or more questions include time limits to further reduce the risk of cheating and to enhance the predictive value of results, and artificial intelligence is used to assist in scoring one or more questions. Together, these features make the Programming with R test a comprehensive and reliable tool for evaluating practical R programming skills in a professional context.

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 Programming with R 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.