Tazio provides an extensive range of both structured and unstructured questions types, but how and when should you use them. Below we explain all. 

Yes / No Questions

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
Yes / No questions ask the candidate to make a simple binary choice between two options. You can change the answer options, True / False or Agree / Disagree for example. 

Use Yes / No questions when you want a definitive answer to a straightforward question. For example, "Do you have a full, clean driving licence?" 

Pro Tip: Yes / No questions can also be used in conjunction with assessment branching as a filter or contingency question. Ask a candidate one question in order to determine if they are qualified or experienced enough to answer a subsequent one. 

For example, 'Have you ever managed a sales team?"  If they answer Yes, they are then asked further questions about their experience.

Multiple Choice Questions

Timing
Answer time only

Scoring:
Automatic against one or more criteria

Description
Candidates are asked to select their answer from three or more options. There is no limit to the number of options displayed, however, we recommend using between four and six options.

Multiple choice questions can be used to assess a candidate's level of skill or experience. For example, 

'How many year post qualification experience do you have?" 

  1. None, I've just qualified
  2. Less than one year
  3. One to three years
  4. Over three years

Multiple choice questions can also be used to test whether a candidate knows the correct, or best answer to a question. For example: 

"A customer phones in to complain about a product they've recently bought from you. How do handle their call?"

  1. Tell them you can't do anything 
  2. Offer them a full refund 
  3. Ask what the problem is and see if you can solve it for them
  4. Tell them to return the product and you'll send them a replacement

Multi Select Questions

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
Multi-select questions are very similar to multiple choice, however, the candidate can select more than one response.  These are a good way to ask what skills a candidate has, for example: 

"In which of the following European languages do you have a working proficiency? 

  1. English
  2. French
  3. Spanish
  4. Italian
  5. German

Essay

Timing
Answer time only

Scoring:
Manually by reviewer against defined criteria

Description
Using an Essay question the candidate writes their response to your question which appears as text on the screen. Essay questions enable you to assess a candidate's written skills - their ability to organise their knowledge and beliefs into convincing arguments and to convey meaning through well-constructed text. 

Essay questions can also be used to assess a candidate ability to effective business communications. For example, an email to a customer or a report summary.

Pro Tip: Use essay questions to test both a candidate's written skills and their comprehension.  Display a block of text and ask them to summarise the important data in less than 500 words for example.

Video Questions

Timing
Thinking and Answer time

Scoring:
Manually by reviewer against defined criteria

Description
Video questions ask the candidate to record their answer to a question. They are a fantastic way to assess the more subjective factors such as; a candidate's confidence, their presentation skills or potential culture fit with your organisation. 

You can set both the thinking and answer time for questions. Typically, video questions will have a 30 second thinking time and allow around 2 minutes to answer. 

Pro Tip: To ensure candidates clearly understand what you are looking for in their answer, make sure your questions are more detailed than you would use in a face to face meeting. For example: 

"In this role, you will be working closely with colleagues as part of a team. Tell us about a time when working as part of a team you achieved something significant. Your answer could be from an experience in work, while you were at school or college, or as part of a sports team."

In your response you should discuss: 

  • What your role in the team was
  • What you did to help the team be successful
  • What if anything, you felt you could have done better

Likert Scale Questions

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
Likert Scale questions ask the candidate to select a response on a 1-to-5 bipolar scale (it's called bipolar because there is a neutral point and the two ends of the scale are at opposite positions of the opinion).

Likert Scale questions are most commonly used to assess a Candidate's opinion or thoughts on a subject. You can define the scale used, for example from; Strongly Agree to Strongly Disagree or from Strongly Like to Strongly Dislike.

The structure of the questions is a block of question text or information followed by a series of statements which the candidate selects their response from the selected scale, Strongly Agree to Strongly Disagree, for example.  

Pro Tip: Likert Scale questions form the basis of many psychometric assessments. Tazio enables you to create item (questions or statements) banks which can be displayed randomly to create a unique assessment for each candidate. 

Most / Least Questions

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
Typically used in Situational Judgement Tests, a Most / Least question asks the candidate to select their most and least preferred option from a choice or four or more statements. 

They are a good way assess how a candidate would react to scenarios they are likely to encounter in the role.  For example: 

"It’s Monday morning and your colleague has been telling you about her weekend for the last 15 minutes.  You are conscious of your workload but are finding it difficult to concentrate as your colleague is distracting you.  Do you:

a) Tell your colleague to be quiet and get on with their work, you might have more time later to continue the conversation.

b) Try to carry on with your work whilst listening to your colleague so your colleague still thinks you are interested.

c) Send an email to your manager asking them to come over now and tell your colleague to stop the conversation.

d) Tell your colleague that you have quite a lot on this morning but would like to catch up with them over lunch.

Pro Tip: Combine a video, audio clip or short animation to illustrate the scenario to the candidate. This will make the assessment more realistic and engaging for the candidate. 

Rating Questions

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
Rating questions ask the candidate to rate a statement on a simple scale of one to ten. 

Ranking Questions

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
Use Ranking questions to have candidates place five statements in order of preference or relevance.  Ranking questions can also be used to ask candidates to rank a series of statements from one to five. 

Pro Tip: Ranking questions are a good way to objectively assess candidates opinions or attitudes to a wide range of subjects. 

Data Entry Question

Timing
Answer time only

Scoring:
Automatic for chosen criteria

Description
The Data Entry question tests a candidate's ability to enter data quickly and accurately. Data can be displayed as text, in an image or as an audio clip. Data Entry Questions are perfect for contact centre and administrative roles.

Additional Information 

Timing
Answer time only

Scoring:
None

Description
Capture additional information from candidates. Choose from; text box, text field, telephone, email and URL input types. Responses can required or optional.

Intermediary Text

Timing
None

Scoring:
None

Description
Although not a question type, Intermediary text is used to separate your assessment into different sections. This enables candidates to take a break during the assessment, helping to avoid test fatigue and offering encouragement to complete the process.

Intermediary Video

Timing
None

Scoring:
None

Description
Intermediary videos can be used to display a scenario as part of a situational judgement test, to provide a realistic job preview, or to ask candidates a question. You can also include animations and audio clips. 

Pro Tip: Record your current employees asking your questions to improve candidate engagement and make your assessment more personal.  


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