The Business Intelligence Assessment Test evaluates candidates’ skills in data analysis, reporting, data visualization, and business acumen. This assessment measures their ability to extract insights from data, create meaningful reports, and support data-driven decision-making within an organization.
Customization Available
Customize skills according to your needs. Adjust the distribution of skills and the questions.
Bring custom questions that you’ve already framed. Plus, validate them in 1 click.
Set passing criteria such as Select, Potential, and Reject to filter out unqualified candidates.
Increase the completion rate of your tests with automated boosting + candidate engagement.
Test Details
30 Mins, 45 Mins, 60 Mins, 90 Mins, 120 Mins
Programming, Projects, MCQs, Data Science, DevOps and 8 others
AI-based: Video, Web, Audio (Optional)
1
Add your candidates or source from WeCP
Talent Pool
2
Screen candidates using this test & Invite the shortlists
for live interview
3
Conduct live interviews using coding IDE, questions and whiteboard
4
Proceed for onboarding the final hires to your team
in 1-click
A Business Intelligence (BI) Assessment Test evaluates candidates for their proficiency and skills related to business intelligence tools, data analysis, and reporting. This assessment aims to determine whether candidates have the necessary knowledge and abilities to excel in BI-related roles.
A Business Intelligence Assessment Test evaluates candidates on:
Overall, our software developer hiring assessment test measures candidates’ knowledge, thinking ability, and hands-on proficiency in software development skills and reports to you their performance.
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Clearly describing your hiring needs will help candidates identify whether they can fulfill the role or otherwise. Criteria you’ll need to address include skills requirements, on-site or remote working, and full-time or part-time hiring.
2
To be successful in sourcing talent, you must utilize the right channels to find the best candidates. Building a talent pool will save an amazing amount of time when finding suitable candidates.
3
The next step is to keep your candidate engaged, as your competitor is also seeking the best talent for their organization. By maintaining consistent communication with your candidate during the hiring process, you will be able to retain their attention.
4
The importance of screening can never be overemphasized. This process allows you to determine who is best for the position based on their skills without bias. Therefore, you need to find a tool that helps you assess not only the best and least but also candidates with high potential.
5
A positive interview experience is crucial in achieving the highest offer conversion rate. You must ensure that both the hiring process and the platform assist you in achieving this goal.
6
Once you have concluded and decided to hire a candidate, ensure that the onboarding process is smooth and that the candidate does not have any difficulties during the process.
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In fact, this could also be applied in most of the other roles out there. To perform better, candidates need to have a firm grasp of software development fundamentals to do their best.
2
An individual’s skill level when it comes to performing a task in the real world is determined by how good they are at performing hands-on assignments within a given field
3
Technical communication is vital in terms of individual work as well as collaborative work between members of a team. Thus, it is one of the most essential evaluative criteria for software developers in their evaluation.
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Undoubtedly, software developers are problem solvers at their core. Therefore, when a problem arises, they must be able to solve it naturally.
7
Hiring a software developer with good skills but poor productivity is not beneficial. Regardless of their skill level, such a developer will negatively impact the project’s completion rate.
8
Ranking or percentile helps you to identify the best candidates and guides you in selecting them accordingly. It enables you to locate the best candidates to engage in specific projects and achieve results.
9
Ultimately, it is not only about a candidate’s skills but also their attitude to work with the team leader to achieve better results.
Our pricing plans are based on volume and the features you choose. We tailor our plans to fit your needs and volume, so please contact us for a custom quotation.
Several Customers of WeCP say we are the best of all tools in the market from questions quality perspective. Many others say we’re one of the best enterprise software for hiring accuracy (i.e., 100% of the techies screened by WeCP have been found super productive in their work). In addition, enterprise brands like Infosys, Mindtree, and Adobe have previously mentioned that they found WeCP as one of the most robust tools for big hiring drives of up to 100,000 candidates writing their coding hackathons.
Besides, 4-click technical hiring (Source > Screen > Interview > Onboard) is the most
significant differentiator of WeCP. For easier distinction, we’ve prepared a detailed competitive analysis of WeCP Vs. HackerRank, WeCP Vs. Codility, WeCP Vs. HackerEarth, and WeCP Vs. CodeSignal. Also, check out this google search about the best
technical screening tools
Yes! All business plans include a dedicated account manager and 24×7 email/chat/phone support.
For A-Z technical roles of all the three levels – entry-level (0-3 yrs), mid-level (3-5 yrs), senior level (5+ yrs). Checkout the skills and roles we support. Do also checkout the different assessment methods we offer. They’re really cool!
Just contact us and we’ll be more than happy to help.
