Is Proficient a Good Score on Indeed Tests?

Wondering if 'Proficient' is a good score on Indeed? Discover assessment score levels, meanings, and how they affect your Indeed job profile and is it worth it.

Understanding Indeed Assessments and Skill Test Rankings

"Indeed" is a recruitment as well as an employment site that allows employers to post their open job roles online to catch the eyes of job seekers so that assessment and hiring of applicants can be done more effectively. So how does it help the employers pick the prime candidate?

What are Indeed Assessments, and Why Are They Important?

Indeed Assessments is a testing platform that provides various skill tests that are to be completed by jobseekers, and through the results of these tests, employers can choose which candidate to focus on during the hiring process. Through these skill tests, the applicants are given the opportunity to gauge their level of competence. These tests usually have a duration of 10-20 minutes and can be considered pre-employment tests.

The importance of Indeed assessments in the job application process:

  • Makes evaluation easier: Indeed assessments help the employer choose the right candidate for the position without having to put much effort into assessing each applicant's competencies.
  • Enables the applicant to demonstrate their skills: It allows jobseekers to showcase their abilities and skills beyond their profiles and resumes.
  • Paves the way to better decisions: The results of these tests are used to sift through the candidates and allow the recruiters to arrive at better decisions.
  • Reduce the crowd: Indeed assessment results will filter out the applicants based on their performances so that there is less candidate traffic for the employers to choose from.

Benefits for both employers and candidates:

As already discussed, Indeed assessments are beneficial for both recruiters and applicants.

For employers:

  • Recruiters will not have to assess each and every applicant because Indeed Assessments will screen out the poorly performed candidates, thus saving time.
  • Employers can directly reach out to candidates possessing the exact required skill by contacting the candidates who took the test in that particular skill.
  • Enables employers to make quicker decisions as there are only candidates that actually fit the role.

For candidates:

  • Assessments provide insights into the performance of the candidate, allowing him or her to assess his or her own skills.
  • By taking the tests, candidates enhance their profile, and the profile will reach many visitors.
  • The candidates will attract more and more opportunities as their profile gets more exposure.

How do Indeed assessments work?

Overview of the assessment process:

The employers will select from the existing skill tests that match the requirements for their open job posting, or they will create one such test on their own based on the topics and skills required for the job. These assessments are then included with the job posting so that when a candidate applies for the position, he or she completes the test as part of their application. The performance is automatically evaluated by Indeed and the scores obtained will be used by the employers to shortlist the candidates.

How candidates are invited to take assessments:

The candidates are encouraged to take Indeed assessments in various ways, like:

  • The employer may integrate the essential skill tests with the posting so that anyone who applies for the job posting will be asked to complete the test as part of their application.
  • The applicants may receive an email from the employer asking them to attend the test to measure their abilities.
  • Candidates can take assessments of their own accord in order to improve their profile.
  • The platform may send a notification to the candidate to take specific tests that align with his or her job preferences.

Steps involved in completing an assessment:

Here we will walk through the steps involved in completing the assessments (for the job seeker):

If you are prepared to attempt the assessment in pursuit of your own interests:

  1. Go to your profile on Indeed and scroll down.
  2. You will find the "Assessments" section. Click on "View all assessments."
  3. You can choose from a list of skill tests that test the skills that match the demands of your job preferences.
  4. The Indeed platform automatically processes the scores after you complete the assignment.
  5. Depending on your performance, you can decide to highlight the results on your profile to attract potential employers.

If the specific skill test is already integrated with the job posting, following your application, you will:

  1. Receive an invitation to complete the assessment via email from the employer or directly on the platform.
  2. You can start the test by visiting the link provided. Complete the assessment, and the automatically processed scores will be sent to both you and the employer.
  3. Scores will be reviewed by the employer, and he or she will evaluate your suitability for the position.

What are the types of Indeed skills tests?

While applying for a job, you can come across a variety of skills assessment tests that help potential employers decide whether to proceed with the particular applicant or not for the further hiring process.

Various categories of skill tests include:

  • Hard skill assessments: These tests measure the competency of the candidate in a specific domain like data analysis, accounting, software development, etc. The performance of the candidate in these tests determines if he is genuinely fit for the job, as hard skills are the most necessary skills for work. Hard skills are generally obtained through education or learning.
  • Critical thinking assessment tests: These tests assess the ability of the candidate to tackle difficult situations in an easy and logical manner. They check the thinking capabilities of the candidates. They focus on testing skills to come up with a creative and logical approach to any kind of problem.
  • Writing and typing tests: These tests evaluate the writing skills of the candidate. For example, these examine if a candidate can make effective communications via emails or online posts and if he or she can deliver their thoughts accurately through texts.
  • Problem-solving tests: These assessments gauge the potential of the candidate in providing better solutions to real-world scenarios, and these tests can sometimes test critical thinking skills as well.
  • Psychometric tests: These analyze the personal traits, or, in other words, the overall personality of the candidate in terms of their behavior and mental ability. In this way, the recruiter can understand aspects that he or she might not be able to in in-person interviews.
  • Intelligence tests: These tests are meant to get insights into the emotional intelligence (EI) and intelligence quotient (IQ) of the candidate. IQ deals with the analytical skills and intellectual proficiency of the candidate. Emotional intelligence elaborates on the capacity of the candidate to understand others and emotional insights.

Examples of specific skills tests:

  • Coding tests
  • Data analysis tests
  • Typing tests
  • Graphic design tests and similar other tests

What Are the Indeed Skills Test Rankings (Score Categories)?

Indeed has categorized the performances of the applicants into different score categories to highlight the exceptional performances, the ordinary ones, and the below-satisfactory ones.

Description of the different score categories:

The various score categories of Indeed Assessments are:

  • Expert: This level denotes that the candidate has shown an outstanding performance and has performed above all the takers of the test.
  • Highly proficient: This level is grabbed by candidates who have extraordinary skills and competencies and are highly capable of cracking difficult problem questions.
  • Proficient: Candidates who stand at this level are highly confident and accurate in solving problems. They have a strong grip on the mandatory skills.
  • Familiar: This level is for applicants who have a basic understanding of the skill and near-to-complete abilities as proficient candidates. However, this level indicates that the candidate needs to develop and improve his or her solid skills further.
  • Completed: This level means that the candidate has completed the assessment, but their performance was not up to par. The results cannot guarantee competency.
  • N/A Not Applicable: This is when the candidate has started the assessment but has not completed it.

However, the scoring method has been revised, and now there are only two levels:

  • Proficient
  • Completed

How scores are determined and what they mean:

Scores are determined by the following steps:

  1. First, the test performance is analyzed, and the candidate is given a score for the test.
  2. The candidate's speed, presence of mind, and accuracy play a crucial role in boosting the score.
  3. Then, comparisons are made to sift out the highly performing candidates. The scores of all the test takers are compared in order to determine the position of the particular candidates relative to the others.
  4. Depending on the scores, candidates are awarded their score categories (proficient, completed, expert, etc.).

What Does 'Proficient' Mean on Indeed and Is It Good?

'Proficient' on Indeed is a skill aptitude level that is acquired by the candidate who possesses high skills and proficiency in the specified area. Candidates who are marked proficient by the Indeed assessment results are proven to render effective and reliable execution.

Being proficient on Indeed means being reliable and showcasing knowledge in advanced areas. It means that the candidate is trustworthy and can accomplish the tasks perfectly. It also means that, though these candidates are proven proficient, they might not exhibit the highest mastery of the skills.

The 'Proficient' level on Indeed stands as a higher level than 'Familiar' and 'Completed' and slightly below 'Expert' and 'Highly Proficient'. This suggests that proficient candidates deliver higher performance and competency than familiar and completed candidates, and that, despite not being at a large distance from expert and highly proficient candidates, these candidates are expected to perform slightly less effectively than expert and highly proficient candidates.

For seekers who are questioning whether being 'proficient' on Indeed indicates positive feedback or not, yes! Being proficient means that the candidate is well-qualified for the job.

How Do You Check Your Indeed Assessment Score?

You can determine your proficiency by checking your assessments' scores. Assessment Scores are available under the "Assessments" section.

  1. Visit your Indeed profile and go to the "Assessments" section under the profile.
  2. You are presented with a list of assessments that you attempted, along with their respective scores.
  3. You are also allowed to download the scores for future reference.

Tip iconTips for understanding your scores and their implications:

Here are some tips for comprehending your scores on Indeed:

  • Be aware of various score categories on Indeed and their significance.
  • Acknowledge your skill levels based on your ranking and work on advancing in that particular area.
  • Record your accuracy and speed during the test.
  • After completing the assessment, pay attention to the areas you produced the minimum output in.
  • It is advised to highlight only the best of your performances on your resume. However, the scores are visible only to you and the employer who sent you the test.

How Do Indeed Skills Tests Complement the Application Process?

Indeed skill tests provide an overview of the candidate's potential to fulfill the job. These tests enhance the application process for an applicant and the hiring process for the employer, proving themselves to be beneficial for both job seekers and recruiters.

Integration of assessment scores with job applicationsallows the hiring managers to effectively shortlist the candidates because when they post the assessments that evaluate the skills that meet the demands of the position, along with the job posting, then the applicants are prompted by default to complete the test. The employers can then proceed with the shortlisting in less time and to their benefit.

How employers use these scores to screen candidates:

Employers can rely on the scores effortlessly to estimate the capability of the candidate. They take the pre-employment tests as the basis for filtering out the applicants to reduce the aspirant traffic, which enables them to proceed with the interview process with less difficulty.

The employers usually compare each candidate's performance in relation to others, and if the candidate is considered suitable for the job, they will then check for the strengths and weaknesses of the candidate and reassure themselves that he or she is compatible with the job. Drawing the conclusion from all factors, the candidates are then approached to be invited for the interview.

Can you retake Indeed assessments?

A candidate can retake the assessment but under certain conditions.

Policies on retaking assessments:

A candidate can retake a test if the following conditions are met:

  • Time gap: It should be at least 6 months or more since the candidate has taken the specific test, which means the candidate has to hold on for 6 months before attempting the same assessment again.
  • If the employer requests: If the employer has requested the candidate specifically to retake the test, then the candidate is allowed to retake the test as per the orders of the employer. Note that the candidate is allowed to retake the test despite the time gap condition if it is a request from the employer.

The applicant can choose which score to display on their profile. Anyway, the scores are visible to only the candidate and the employer.

How retakes can impact your profile and application:

Retaking an assessment turns out to be useful for the candidates as it can improve their scores, and improved scores lead to more visibility, which can in turn bring the candidate many great opportunities. Retaking the tests also highlights the interest and commitment of the candidate towards improving the skills, which tends to create a positive impression for the employer.

How Long Does It Take to Complete an Indeed Assessment?

Usually, these assessments take up to 20 minutes, or most commonly, up to 15 minutes, depending on the type of test. Also, if the candidate has chosen to take a combination of tests (multiple module tests), the duration might extend up to 30 minutes or more. It is advised to set aside 30 minutes or 40 minutes to complete the test with no disturbances.

Tip iconTips for preparing and efficiently completing assessments:

  • Stay concentrated and consistent throughout the test.
  • Keep your surroundings clean to provide a comfortable environment for you to have a calm mind.
  • Brush up on the basics and the contents of the topics at least two days before the test to avoid anxiety during the assessment.
  • Ensure that you have the proper tools, like software, in case you are attempting a coding test.
  • Read and follow the instructions properly.

What Are the Limitations of Indeed Assessments?

Warning iconPotential drawbacks or challenges of using Indeed assessments:

Though pre-employment tests are found to be useful, there are negative sides too.

  • They influence employers to almost entirely depend on them for assessments of a candidate's skills.
  • Even if the candidate interrupts and goes back in the middle of the exam, the timer still continues without waiting for the candidate to log back in.
  • Though they might inform the employer about the candidate's skills in a particular area, they will not be able to assess the overall knowledge of the candidate.
  • Though feedback is given at the end of the test, it might not explain to the candidate in detail the highs and lows.

Warning iconCommon criticisms from both employers and candidates:

FOR EMPLOYERS:

  • The high performance of the candidates in the online assessment may not align with the real-life efficiency of the candidate.
  • The tests may not be able to provide the true knowledge of the applicant (only in some cases where there are malpractices involved).
  • If the candidates are not satisfied with the assessment, their views and perspective of the company will be adversely affected.
  • Relying more on the assessments alone will cover the other vital skills of the candidate.

FOR CANDIDATES:

  • Candidates often feel anxious while attempting the test, which might also lower their confidence.
  • Some assessments might test skills that are actually irrelevant in real life for the applied job opportunity.
  • Candidates should be cautious of the time constraints.

Should You Take Indeed Assessments? Are they worth it?

Yes, now you have gone way too deep in Indeed assessments. But are they really worth it?

Analysis of the benefits and drawbacks:

Benefits include boosting the resume, attracting opportunities, showcasing skills, assessing oneself, and landing a preferred job. Drawbacks include the reduced self-esteem of the candidate during the test due to anxiety, proving irrelevant in the real world, the inability to assess complete competency even in other areas, interrupted performance due to technical issues, and others.

Situations where taking assessments can be advantageous:

Let us discuss scenarios that utilize the Indeed assessments.

  • When there are too many applicants, the test results help to sift through the applicants.
  • When the candidate is a fresher or changing careers, he or she wants to highlight his skills beyond a resume.
  • When the position is highly competitive, only worthy candidates can be chosen to interview.
  • If any promotion in your current role is required, you can exhibit your talent in that particular area through assessments.
  • When you want to showcase mastery in one particular skill.

However, if you are a highly experienced candidate, then you will not necessarily have to attend an Indeed assessment.

How do I prepare for Indeed assessments?

Resources and strategies for practicing assessments:

  • Prior to everything, be clear on what test you want to take and identify the skill that is tested for in the test.
  • Then grasp a clear outline and understanding of the concept and make yourself confident enough to appear for the assessment.
  • Collect resources online, or you can also attend some mock tests online that are related to the skill to gain experience.
  • There are many platforms that provide sample and mock tests for the skill; attend them and acknowledge areas that you are weak in.
  • You can also visit the official Indeed Help Center to check if there are any resources available.
  • Boost your skills, and when you are confident enough, appear for the Indeed assessment.

The importance of familiarizing yourself with the test format:

What's wrong with learning about something new? In fact, learning new things is essential. So what's wrong with learning about test formats? It can actually increase the positive response. Familiarizing yourself with the test format is essential if you want good results. It has many perks:

  • When you know the format of the assessment, you will prepare yourself by developing a strategy at your convenience to prepare for the assessment.
  • It will reduce stress and anxiety issues as you are pre-prepared by the use of the test format.
  • It keeps you motivated throughout the preparation period.
  • Getting an idea of the format helps you fix technical issues and keep all the required software ready so that there is no interruption midway through the exam.
  • It increases your confidence levels as you are already provided with the essentials and the blueprint for the test.
  • It might boost your answering speed and accuracy in the test.

Can employers customize Indeed skills tests?

Yes, employers are allowed to customize the Indeed skill tests to some extent without changing the format of the assessment. When they post a job posting online, a page will be shown that displays all the relevant skill tests, depending on the type of job posted. The employer can select from the library of assessments or customize one for themselves.

Options for employers to customize or create specific tests:

As said, customization by the employers is allowed up to some extent. Some of the options available are:

  • Employers can combine multiple pre-built tests to create a new one.
  • They can add questions of their own, though they are not allowed to change the format.
  • They can request Indeed to develop assessments based on their requirements.

How customization can better match job requirements:

When the tests are customized, they offer high relevance in sifting out the candidates that are suitably fit for the job. It allows the employer to highlight the only skills required to be tested when choosing a candidate. It allows the employer to gain awareness of the candidates who are actually interested in and working for the job. The determinacy of the candidate is shown by his eagerness to apply and take the test, as well as by his active participation on the platform.

And customized tests provide more accurate results as the questions in the assessment are only related to the skills that are most important and required.

What Is the Difference Between Indeed Assessments and Screener Questions?

Indeed assessments are those that evaluate the skill that is required for the job through complex assessments, whereas screening questions serve as queries that are asked of the candidate in order to briefly decide if he or she is fit for the job or not.

Indeed assessments include complex questions like coding problems, but in screener questions, the employer asks the candidate to gain information about work.

Examples:

Indeed Assessments: Any Coding Problem

Screener questions:

  • Are you Oracle-certified in this skill?
  • Will you still agree to be posted in Mumbai?

Indeed assessments are used in detailed analysis of the candidate, most probably in later stages before the interview, and screening questions are used in the initial stages, filtering out the applicants and checking their basic qualifications.

How to Identify Which Indeed Assessments You Should Take?

You have understood that it is vital to take Indeed assessments, but how do you know which assessments you should take?

Tip iconGuidelines for selecting relevant assessments:

  1. Open your Indeed profile.
  2. In advance, get a clear idea of your career goals and the types of jobs that you're interested in.
  3. Now check the various job descriptions that are posted online and record them.
  4. Go to the "Assessments" section in your profile and view all the assessments.
  5. Make a note of the assessments that match the job description and requirements that you are looking for.
  6. Click on "Start Test" and proceed to attend the test.

How to find assessments requested by employers:

  • Search for career pages and go through them.
  • If you have already applied for any job, then the employer must have requested that you complete specific assessments as part of your application.
  • Visit the Indeed Help Center to get clarified about any other doubts as well.
  • You can also contact employers by yourself if you have any good connections with them in real life.

What Do Employers Look for in Indeed Assessment Scores?

Employers assess various factors through your assessments. For example,

  • Proficiency
  • Speed and accuracy
  • Problem-solving skills
  • Consistency
  • Approach to solving a problem, etc.

What they actually expect in your score is for you to be "proficient" so that they can rely on you for further hiring. They look for your capability in the particular area and your way of finding solutions to the problems. If you are "proficient" on a test, all the factors are instantly analyzed.

How employers interpret scores:

Employers interpret scores in terms of score categories. The description of each score category is discussed above. If you are proved to be proficient, then it is interpreted that you are suitable for the job, and if you are 'completed' for a test, then it is interpreted that you are still in the process of developing your skills.

The role of assessments in the overall hiring decision:

As already discussed, assessments ease the process of hiring. They provide an overall view of the candidate's capabilities. They also voluntarily check if the skills of the candidate are compatible with the job requirements or not.

Are Indeed assessments timed?

Indeed assessments are timed, but the duration might vary depending on the type of test.

Details on time limits for various tests:

  • Coding tests: These tests range from 60 to 90 minutes, usually.
  • Personality assessments: These typically take just 10 to 15 minutes.
  • Soft skills: Soft skill tests also range from 10 to 20 minutes in general.
  • Hard skills: These range from 30 to 50 minutes, depending on the topic.
  • Cognitive ability tests: These tests take 20 to 40 minutes.

Strategies for managing time during assessments:

  • Get a thorough idea of the test format.
  • Read the instructions carefully to avoid missing any information due to time constraints.
  • Give higher priority to the questions that you can answer.
  • Reduce stress, stay calm, and solve the question without any disturbances in the mind.
  • Keep an eye on the timer so that you don't run out of time.

Can you take Indeed assessments on your phone?

Indeed platform is mobile-friendly. So you can take the assessments on your phone. Ensure that you have a proper browser installed on your mobile device. Have a stable net connection.

Tip iconTips for taking assessments on different devices:

On a monitor:

  • Ensure to have a reliable browser (like Chrome, Firefox, etc.) installed and in use on your system.
  • Check if the keyboard shortcuts are enabled so that you don't have to struggle during the assessment with controlling the movements and all.

On a tablet:

  • Prefer landscape mode so that it is convenient to view the questions.
  • Use an external keyboard for more comfort, and also check the touchability before the assessment.

On a mobile phone:

  • Check the battery percentage and ensure proper connectivity.

How to Add a Skills Test to Your Job Post (For Employers)

When you post your job opening, Indeed opens a new page with recommendations on skill tests based on your job description and title. The recommendations are only within the library of skill tests on Indeed. Voluntarily, Indeed recommends up to two tests, but if you want to choose a test by yourself, then click on "Browse qualifications" and then click on "Select tests."

STEP-BY-STEP:

  1. Open your employer profile on Indeed and create a new job listing.
  2. Look for the "add assessments" option to add the skill tests that are to be integrated with the job posting.
  3. Choose from the list of tests that match your needs and select the test. If you want to add a test on your own, then contact Indeed support, or just customize the existing skill tests.
  4. Give the parameters, like time constraints, to the test.
  5. Post the job.

Also, the benefits of integrating the posting with the assessment were already discussed in the previous sections.

Requiring assessments from the candidates will encourage them to brush up on their concepts and boost their skills, and it will also be helpful in assessing the candidates' competencies effortlessly.

Filtering and screening candidates based on their scores (for employers)

How to use assessment scores to filter applications:

Employers determine the candidate's suitability by checking the assessment scores. And conclusions from these scores can be drawn by considering the score category of the candidate.

If he or she is proficient, then he or she is reliable and can be shortlisted for an interview. If the candidate is given 'incomplete' status, which means that he or she has started the assessment but has not completed it yet, then you can either allow completion and request resubmission, or simply leave it to the candidate. And applicants with 'completed' status can be encouraged to perform better in the future. But employers are suggested to rely on 'proficient' candidates.

Best practices for leveraging scores in the hiring process:

  • Consider both assessment results, resumes, and interviews to form a view of the total talent and personality of the candidate.
  • Set your qualification criteria clearly and present these criteria clearly in the posting.
  • Learn about the test format and use the results effectively to select the candidates.
  • Apply the same conditions to every assessment taker, regardless of his or her ranking, to ensure fair selection.

Using Indeed Assessments to Administer Candidate Skills Tests (for Employers)

Overview of setting up assessments for job applicants:

  1. Set clear goals for your job requirements.
  2. Select the most relevant skill tests and cross-check if that is the skill you are looking for.
  3. Integrate the assessments alongside job postings.
  4. Set parameters like duration, instructions, and grading criteria. Provide clear instructions to complete the test.
  5. Invite candidates to attend the test.
  6. Analyze the relative performances of the candidates.
  7. Through proper communication, proceed with the hiring process.

Tip iconPractical tips for effective administration:

  • Effective communication is one of the most important factors. Communicate with the candidate properly about the instructions for the assessment and the skills that are being tested.
  • Ensure data security. Follow the privacy policies strictly and allow the visibility of the assessment results to authorized people only.
  • Do not fully depend on the assessments. Go through the resumes and communicate with the candidate to gain a better understanding of their talent.
  • Track the progress of the candidates at times during and after the test.
  • Provide valuable feedback to help the candidates grasp their skills.

Frequently asked questions

Can I retake an assessment?

Yes, you can, but you have to wait six months before you retake an assessment. A test for a specific skill can be taken only once every six months. However, if it is specially requested by the employer that you retake before 6 months, then you are allowed.

How are the results calculated?

There are many factors that are considered in the evaluation process. The number of correct answers, the speed, and the difficulty level of the question are some of them.

What should you do if you receive a low score?

The first thing you have to do when you obtain a low score is to not lower your confidence. Stay calm and focus on the weaker areas. Be consistent and practice more so that you perform well the next time you take the assessment. Observe your strengths and weaknesses. You can highlight the other dominant skills of yours on your profile. However, you have the privilege to hide the scores if you want.

Can assessment scores be removed from your profile?

Yes, indeed, it allows you to do so. Under the Assessments section of your profile, you can view the list of various assessments, and each assessment will have visibility settings where you can choose to hide or remove your score from your profile.

Are score rankings updated?

Yes, the score rankings are updated. For now, there are two categories: proficient and completed. Proficient means the candidate has performed well in the test and has adequate skills, and 'Completed' means that the performance was not so good to rely on the candidate