Home > Companies Q&A > Hiring Remotely > Do you use third party testing or evaluation services when hiring remote workers?

    Do you use third party testing or evaluation services when hiring remote workers?

  • 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.

     2 votes |
  • 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.

     2 votes |
  • Sococo

    We don’t. We rely on a rigorous interview process, personal recommendations, and gut feel to vet our potential hires. When we get bigger, this will likely formalize quite a bit, but for now we are reliant on our instincts.

     1 vote |
  • AgileBits

    No.

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  • AnswerConnect

    Yes, we do a background check as well as testing software to do a computer literacy test, listening skills tests, spelling, and typing tests.

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  • Appen

    For certain key positions we utilize robust credential and background checks.

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  • Attentiv

    We do have access to background checks and other third party methods of valuation, but we’ve actually stuck with a multi-part interview process that tends to be pretty thorough.

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  • 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.

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  • Blossom

    No, we don’t use any particular tool.

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  • Canonical

    Depending on the position, we will utilize a background check service to conduct a background check on that specific person.  

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  • Chargify

    Since Chargify is a PCI compliant company, security is extremely important and background checks are a necessity.

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  • Ciao Bambino! Inc.

    No. We only check references.

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  • 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.

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  • Collage.com

    No.

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  • DataStax

    Yes.

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  • DevriX

    We use social media accounts, browse their websites and sometimes ask previous employers for feedback. Although we don’t always take those factors into account, we’ve faced a couple of issues that were clearly indicated during our background research.

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  • Doist

    We have multiple interviews and a test project.

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  • Eyeo GmbH

    Every tech candidate has to complete a questionnaire including a code challenge. For (some) other positions we ask for completion of a case study. However, we do not believe in personality tests.

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  • Fire Engine RED

    Not often, but as needed and/or depending on the role.

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  • FlexProfessionals, LLC

    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.

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  • 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.

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  • GitLab

    No, except for calling the references in their Resume.

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  • Go Fish Digital

    We don’t use any existing tools.  Just a fair amount of sleuthing and reference checking.

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  • 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.

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  • Groove

    Nope.

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  • Hubstaff

    We do not, but we have our own freelancer/business connection service called Hubstaff Staffing that takes care of fielding top freelancers from experience.

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  • InVisionApp

    We check references and run a background check.

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  • 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.

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  • Plex

    No.

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  • SitePen

    No.

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  • Speak

    We don’t use these, nope.

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  • Sticker Mule

    Not currently.

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  • 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.

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  • TeamGantt

    No.

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  • TeamSnap

    Nope.

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  • Teleport

    For finalist candidates we do reference calls with people who have worked with them before, and potentially with some shared links in our social graphs.

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  • Timely

    We’ve just started using Weirdly which lets us have fun quiz style applications for roles. It’s cool.

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  • Toptal

    Yes, sometimes, but we don’t disclose this information openly.

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  • Tradeconductor

    I use my network to find the right people.

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  • 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.

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  • WooThemes

    No.

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  • Wordfence

    Yes, we do background checks on all our employees because we are in the information security space. We don’t use third-party testing.

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  • Workfrom

    No.

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  • Working Solutions

    We use a third party behavioral assessment and background checking service in our process.

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  • 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.

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