Do you use third party testing or evaluation services when hiring remote workers?
Answer Connect
Yes, we do a background check as well as testing software to do a computer literacy test, listening skills tests, spelling, and typing tests.
AnswerFirst
We use a third-party software that offers skill assessment evaluations to identify the required skills and attributes for this position. We do background screening internally.
Big Universe, Inc.
Yes, we use a third party for background checks including criminal, education and employment verification. We also check at least three professional references.
CloudPeeps
Not right now – but there are a lot of new services popping up to do this on scale for on demand and talent marketplaces. For us, we’re much more focused on quality and professional skills – so it’s less about volume.
Coalition Technologies
The entire screening process is completed internally. We use a system created by our CEO to screen candidates, including skills tests. We gauge the quality of the skills test to be sure the applicant can produce high quality work on the level expected by our clients.
Flex Professionals
For some of our key positions, we do require that the candidate take a sales assessment test administered by a third-party provider. This helps us not only to assess strengths and weaknesses, but it also gives us insights related to the person’s work style, management style, etc. We conduct reference and background checks too.
Formstack
We have historically used StrengthsFinder and the Predictive Index to help during an assessment. More importantly, every person hired is required to complete a small on-the-job project during the hiring process. This allows candidates the ability to show their actual work, creativity, and ability to solve problems.
GitHub, Inc.
Not to my knowledge, although we’re continually looking for ways to improve our hiring process to remove bias, promote diversity, and generally make it a better experience for everyone involved. It can be hard to ensure the whole process is smooth when you have third-parties involved, but when you find companies to work with that share your vision for what the hiring experience should be like, it’s definitely worthwhile.
Go Fish Digital
We don’t use any existing tools. Just a fair amount of sleuthing and reference checking.
Goodway Group
Yes. We use Wonderlic and DISC personality assessments for all candidates who interview, plus all employees go through a background check as a final step, verifying education and employment history.
Greenback Expat Tax Services
We design prescreen assessments for all candidates as part of the interview process using a 3rd party platform to host the forms. In addition, we use a 3rd party background check service for all new team members and unlike some companies, we actually call all of the candidate’s references. While they are obviously likely to give references who will recommend them, we ask specific questions about their performance which gives us the insight we need about their potential success at Greenback.
Our accountants also go through an evaluative period where they are given faux tax returns to prepare and our most experienced accountants review those for accuracy. We make sure that every accountant can prepare the returns accurately, ask the right questions about the individual’s situation and communicate effectively before placing a customer’s return in their hands.
Our process is thorough and time-consuming for both HR and the candidate, but finding the right team member is critical to our success.
iTutorGroup
We screen every teacher with local agencies to ensure that only the most upstanding citizens are selected to join our team.
Knobs.co
No, we do not.
Omni Interactions
Yes—we complete a skills assessment, identity verification, and a background check to ensure the person we’re contracting with is the same person completing all activities from application to live call-taking.
OnTheGo Systems
We only use a service for personality and aptitude tests, which allows us to have one more indicator before we make a decision. We’re continually looking for ways to improve our hiring process
Origin Eight
Really we just use Google, LinkedIn, references, and a user’s Drupal.org profile. It’s a small community, relatively-speaking, in the technology that we specialize in, so this is all we’ve ever needed thus far.
Sutherland Global Services
Yes, we use several. We utilize a third party interview process at the beginning of the interview process. Once a position has been offered and accepted, a background and/or credit check, as well as a drug screen will routinely be required.
Ultimate Software
Yes, we utilize HackerRank for our technical assessments, and also a background check service once the candidate is hired.
Universal Mind, Inc.
We don’t. We use intuition, which may sound a bit “fly by the seat of our pants” like, but we’ve been very lucky so far in hiring the right people.
Working Solutions
We use a third party behavioral assessment and background checking service in our process.
X-Team
We consider this one of our differentiators to our competitors, as we prefer to do this on our own rather than use a third-party service like HackerRank or Codility. While those services are able to identify great developers, they don’t test for the experience that we’re looking for.
We want to identify talent that has survived in the trenches of some of the most challenging, unexpected situations that often come with projects in our industry. And what someone does in those situations can’t be judged by a 1-100 score or a right or wrong (as most services often grade them), so we like to see what sort of creative solutions they come up with before casting any judgment. As it stands today, only our own unique vetting process has been able to discover this quality of talent.
