Assessments and Candidate Evaluation

Yes. Teams can build an assessment section by section or start from an approved reusable template for the selected role and experience level, then review and adapt it before use.

Teams can choose the questions, time limit, candidate instructions, coding content, and monitoring that fit the role. Tell candidates clearly what the assessment will involve.

Yes. Teams can prevent backtracking when the assessment requires questions to be completed in order. Candidates should be told about this before they begin.

Yes. Teams can set one time limit for the full assessment or set a timer for each question. If questions are timed individually, candidates complete them in order and cannot return to earlier questions.

Depending on the assessment setup, candidates may be asked for photo, screenshot, or microphone access, and the assessment may note when they leave the window. Use only controls that are necessary for the role and explain them before the assessment.

If this rule is enabled, the candidate is warned and repeated exits may end the attempt. Explain the monitoring and its consequences before the assessment begins, and use it only when it is appropriate for the role.

Authorised reviewers can assess answers themselves or adjust a score when the assessment includes human review. Any change should follow the organisation’s evaluation policy.

Teams can copy or edit an assessment when its status and the user’s access allow it. Review the full setup before connecting it to a job.

Before inviting candidates, test the questions, timing, navigation, instructions, device needs, monitoring, launch date, and job stage. Use a preview or test attempt that reflects the candidate experience.

When those stages are set up, RedyHire can show assessment, resume, psychometric, AI interview, and human interview results together. Hiring teams review the information and remain responsible for a fair, job-related decision.

When psychometric evaluation is enabled, it can be added as a stage in a job. The hiring team reviews the result with the role requirements and other candidate information; it does not make the decision on its own.

A PRISM report may include information such as strengths, motivations, and role-related observations. Review the report with the role requirements rather than treating it as a final hiring recommendation.

No. A psychometric result is one source of evidence for the hiring team. People remain responsible for interpreting it alongside the role requirements and other evaluation evidence.

If a candidate copy is available for the report, an authorised user can download it. Your team decides whether and how to share it under your organisation’s policy.

Access should be limited to authorised HR and hiring-team members who need the information for the relevant role and candidate. Your organisation decides those roles and should review access regularly.

Before using it, review a sample report, confirm that it is relevant to the role, explain it to candidates, set the right access, and agree how results will be interpreted. Use it to support—not make—the hiring decision.

A Question Bank keeps your organisation's reusable assessment questions together. Content owners can review and maintain the questions, and assessment creators can use them when building an assessment.

Access to Question Banks follows your organisation’s roles and permissions. Give content owners and assessment creators only the access they need to view or change questions.

Depending on your access, teams can create multiple-choice, coding, written, speaking, or media questions. Choose the format that best measures the skill the role requires.

Teams can select questions by type, difficulty, source, and number required. This helps create different versions that remain aligned to the same role and skill level.

Assign content owners or subject experts to check accuracy, difficulty, scoring, media, and candidate-friendly wording before questions are used.

The RedyHire Library contains shared assessment content maintained by RedyHire. Your organisation’s question banks contain content your authorised team owns, reviews, and reuses.

If copying is enabled for your access, an authorised user can copy a Library question into an organisation-owned question bank and adapt it. Review the copy before using it.

Assign content owners, limit who can make changes, review questions before assessment use, and do not place confidential candidate or customer information in reusable questions.

The Library gives teams reusable assessment questions to help them start building role-relevant evaluations. Review the content, difficulty, and wording before using a question.