what is online written test

DMV Now Offers Online Driver’s License Testing Options

Contact:  Office of Public Affairs 2415 First Avenue  Sacramento, CA 95818 (916) 657–6437 |  [email protected]

FOR IMMEDIATE RELEASE March 17, 2022

At-home test can significantly reduce time at a DMV office

Sacramento – The California Department of Motor Vehicles is now offering online options so customers who need to take a driver’s license knowledge test can complete the requirement at home before visiting a DMV office. For customers renewing a license with a knowledge test requirement, the DMV offers two options. In addition to a remote version of the traditional knowledge test, there also is an interactive eLearning course available.

“This is one more example of how the DMV is modernizing to add more convenient services online that used to be only available in an office,” said DMV Director Steve Gordon. “We continue to incorporate ways to bring DMV services to our customers when and where they want.”

Eligible customers are prompted to choose the remote exam or eLearning course after filling out the online driver’s license application and paying the fee. Currently, the remote exam is available for the nearly 2 million tests taken by Californians renewing their license each year, the more than 1.3 million tests taken by adults getting their license for the first time who also don’t have a California- identification card, and Californians getting a REAL ID or motorcycle license for the first time. The eLearning course is available for Californians renewing their license.

Choosing an online testing option significantly reduces the time it takes to complete a transaction in a DMV office. Customers with a testing requirement for their license must still go to an office after completing one of the online options to provide the required identity and residency documents, take a photo, provide a thumbprint, complete a vision screening and be issued a licensing document.

Interactive eLearning course

The newly offered eLearning course can be taken on a computer, laptop, tablet or mobile device and is available 24/7. There are seven interactive modules that must be completed, including quizzes after each module. The eLearning course takes approximately 45 minutes and is currently available only in English. The course is an ideal option for people who need to renew their license and have trouble with exams or prefer an alternative learning method.

Online knowledge test

The online test is available in 35 languages to customers who have an internet-enabled computer or laptop with a webcam. The test cannot be taken on a tablet or mobile device. Customers can begin the online exam between 8 a.m. and 4 p.m. Monday through Friday, excluding state holidays.

For identity verification and as a fraud prevention measure, online test participants are required to verify their identity and agree to be monitored throughout the exam.

The test can be attempted online twice. If a customer fails to pass the test after two tries, they will be prompted to go to a DMV office to take the test a third time.

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When interacting with the Department of Motor Vehicles (DMV) Virtual Assistant, please do not include any personal information.

When your chat is over, you can save the transcript. Use caution when using a public computer or device.

The DMV chatbot and live chat services use third-party vendors to provide machine translation. Machine translation is provided for purposes of information and convenience only. The DMV is unable to guarantee the accuracy of any translation provided by the third-party vendors and is therefore not liable for any inaccurate information or changes in the formatting of the content resulting from the use of the translation service.

The content currently in English is the official and accurate source for the program information and services DMV provides. Any discrepancies or differences created in the translation are not binding and have no legal effect for compliance or enforcement purposes. If any questions arise related to the information contained in the translated content, please refer to the English version.

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The Department of Motor Vehicles (DMV) website uses Google™ Translate to provide automatic translation of its web pages. This translation application tool is provided for purposes of information and convenience only. Google™ Translate is a free third-party service, which is not controlled by the DMV. The DMV is unable to guarantee the accuracy of any translation provided by Google™ Translate and is therefore not liable for any inaccurate information or changes in the formatting of the pages resulting from the use of the translation application tool.

The web pages currently in English on the DMV website are the official and accurate source for the program information and services the DMV provides. Any discrepancies or differences created in the translation are not binding and have no legal effect for compliance or enforcement purposes. If any questions arise related to the information contained in the translated website, please refer to the English version.

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The exclusive partner for national nurse aide assessment program (nnaap) & medication aide certification exam (mace) with, online exams.

Convenient Testing at Your Fingertips

Familiarizing yourself with the expectations for exam day is essential for effective preparation for your online examination. this proactive approach not only aids in minimizing anxiety but also significantly mitigates the likelihood of encountering any complications on the day of the exam..

Preparing for Online Exam

About Online Written (or Oral) Exams

Conveniently complete your Written (or Oral) exam from the comfort of your home or workplace using Credentia's online proctoring service. A dedicated live proctor will oversee your examination via your workstation's webcam, ensuring a secure and monitored testing environment. Furthermore, online exams offer a heightened level of scheduling flexibility, allowing you to choose the most suitable time to align with your availability.

For any further inquiries regarding your examination, we encourage you to consult the handbook available on your state's dedicated webpage.

Basic Requirements to Take an Online Exam

A properly equipped computer  - a desktop, laptop, or Chromebook with a single monitor (no smartphones or tablets). See  system requirements .

A private room  - if you don't have access to a private room, check with your training program or local library for availability. The exam must be in a private room with four walls (not glass), and at least one door.

A mobile device  - to complete a 360-degree room scan, you'll need a smartphone or tablet (Apple or Android) that can download our free app.

Wired Headset  - only required for oral exams.

Online Nurse Aide Testing Preparation -  A guide to view all the upcoming problems candidates may face when testing online. See   View Guide Here.

Before Exam Day

Perform a system test.

Make sure to do the required system test and exam simulation before exam day.

Find Your Testing Space

Find a quiet, distraction-free area in your home or office to take your exam.

Get Your ID Ready

Your government-issued ID must be in its original form (no photocopy) and up to date. 

On Exam Day

Step 1: prepare your testing space.

Quiet : no background noise and inform members of your household you are taking an exam

Well lit : proctors must be able to see you and your testing space well.

Privacy: no one else in the room.

Remove prohibited items: clear workstation area to expedite room scan.

Restroom/Beverages: use restroom and prepare beverages before exam.

STEP 2: Have your ID ready

Have your government issued photo ID with you. Click the link below to check the ID requirements for your state.

STEP 3: Prepare your computer

Disconnect any additional monitors and close all other open applications.

Have your chargers (laptop, smart phone or tablet) plugged in or nearby

Use a  wired  internet connection rather than WiFi, if possible.

If using WiFi, we recommend at least 3Mbps and ask that other household members do not use the internet during your exam.

Disconnect any VPNs or firewalls if you have them

STEP 4: Download the ExamRoom 360 app

Download the ExamRoom 360 app to your smartphone or tablet and have your CNA365 login credentials available (the user name and password for your Credentia CNA365 account). This app is required to complete a 360 degree room scan, and to allow the proctor to monitor you throughout the exam. Please note that your smartphone or tablet camera is required in addition to your computer camera throughout your exam.

Download app from Apple Store

Download app from Google Play

STEP 5: Check-in for your exam

You can begin the check in process up to 30 minutes prior to your appointment. Your onboarding agent will make sure everything is ready for your exam before introducing your proctor. Click here for onboarding process details.

HOW TO CHECK IN To check in for your exam, go to your state webpage on this website and click the CNA365 login button. Once logged in, find your scheduled exam on your dashboard and select the "Start Exam" button.

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Generally, the test that the DMV calls the “driver’s license knowledge test,” is required for those getting their license for the first time and motorists every five years after turning 70 years old.

For drivers, the agency says, tackling the test at home will save significant time at the DMV field office, which still must be visited by by many to get a photo and thumbprint taken and to complete a vision exam.

( Because of the pandemic, most drivers 70 and older can renew totally online this year .)

“This is one more example of how the DMV is modernizing to add more convenient services online that used to be only available in an office,” DMV Director Steve Gordon said in a statement. “We continue to incorporate ways to bring DMV services to our customers when and where they want.”

The online test is offered in 35 languages and will look roughly the same as an in-person test, said Chris Orrock, a DMV spokesman. The test is available between 8 a.m. and 4 p.m. Monday through Friday, excluding state holidays.

It can’t be taken on a tablet or mobile device. Customers who fail the test twice must go to a DMV office and pass it in person.

The online course can be taken on a computer, laptop, tablet or mobile device and is offered around the clock, though it is currently available only in English.

It includes quizzes and takes approximately 45 minutes. This option is not offered to those getting their driver’s license for the first time.

For information: dmv.ca.gov .

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California DMV begins offering online driver’s testing

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The California Department of Motor Vehicles has started offering online options for those who need to take their driver’s license knowledge test, officials said Friday.

Drivers renewing a license with a knowledge test requirement and some adult drivers applying for a license for the first time will have two options: a remote version of the traditional test and an interactive eLearning course, officials said.

Applicants will be prompted to choose the remote exam or eLearning option after filling out an online driver’s license application and paying a fee.

“Currently, the remote exam is available for the nearly 2 million tests taken by Californians renewing their license each year, the more than 1.3 million tests taken by adults getting their license for the first time who also don’t have a California identification card, and Californians getting a REAL ID or motorcycle license for the first time,” the DMV said.

Californians renewing their license can also choose the eLearning course option, officials said.

The department is billing the online testing options as a way to cut down on wait times at DMV offices.

The pandemic is speeding DMV’s road to modernization. For visitors, it’s still no day at the beach

The COVID-19 pandemic has pushed the California DMV to expand online services such as title transfers, registrations and driver’s license renewals, reducing the need for people to wait in person at a field office.

Aug. 30, 2020

“This is one more example of how the DMV is modernizing to add more convenient services online that used to be only available in an office,” DMV Director Steve Gordon said. “We continue to incorporate ways to bring DMV services to our customers when and where they want.”

Those with a testing requirement for their license will still have to go to a DMV office in person after completing one of the online options in order to provide required identity and residency documents, take a photo, provide a thumbprint, complete a vision screening and get their license, officials said.

The eLearning course is available 24 hours a day, seven days a week on a computer, laptop, tablet or mobile device.

Those taking the course will have to complete seven interactive modules, including quizzes after each module, officials said. The course takes about 45 minutes and is currently available in English.

The online knowledge test is available in 35 languages and must be taken on a computer or laptop with a webcam, officials said. It can’t be taken on a tablet or mobile device.

It is available between 8 a.m. and 4 p.m. on weekdays, excluding state holidays, according to the DMV.

Those taking the online test will be required to verify their identity and agree to be monitored throughout the exam, officials said.

The test can be attempted twice online. If someone fails twice, they will have to go to a DMV office for their third try.

More to Read

Free COVID-19 tests are still available by mail — until Friday

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Column: Older drivers reveal strategies for passing that ‘ridiculous’ California DMV renewal test

Feb. 15, 2024

DMV boss trims silly test questions, tries to fix license renewal mess. Can he succeed?

Jan. 13, 2024

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Talent Assessment | 10 min Read

Navigating online assessments: An essential handbook

Table of contents.

Most hiring managers find themselves in a predicament where they need rigorous evaluation methodologies and actionable insights to conduct quality screening of job candidates. Without a data-driven screening process, finding the most coveted employees is the same as finding a needle in a haystack. Besides, employers have long used resumes and interviews to garner as much information about an applicant as feasible.

Despite that, most resumes are not authentic. Similarly, unstructured and nonstandard interviews do not provide relevant insights into the candidate’s probability of success on the job. That is why assessment tests are designed to delve deeper into an applicant’s ability, aptitude, and personality function more effectively as a recruitment tool. Contrarily, assessments that do not yield the best insight leave the recruiter with no significant data to wield. That said, assessments that are conducted over the Internet using web-based technologies are called online assessments.

This blog will detail the intricacies of an online assessment and how to leverage such assessment tests to make successful recruiting decisions.

What is an online assessment?

Online assessment is conducting a test online to gauge the participants’ learning and mastery over a particular subject. An online examination may be administered with a specific intent, such as ascertaining a candidate’s skills, knowledge, or learning abilities. Online assessments may include numerical reasoning, inductive logical thinking, verbal reasoning assessments, personality questionnaires, and more.

An online assessment is a structured, meticulous evaluation of an individual’s skills, characteristics, knowledge, or expertise. The test is hosted online via modern web-based technologies. Online assessments comprise a series of questions that assess multiple aspects of a test-taker and are created based on the job role, level, and competency requirements. Such reviews objectively evaluate an applicant’s capabilities and predict on-the-job performance.

”Online assessments can help businesses determine if an employee would be a good fit for an organization. There are several types of online assessments, from skills-based to personality assessments. The type of assessment needed varies by position. For example, a content writer may need to take in an evaluation for proofreading. One of the many benefits of online assessments is that they help filter through candidates and make the hiring process run more smoothly’’, says Tim Mitchum, President of WINPRO Pet.

According to a study by Emergen Research, the global assessment services market is estimated to reach USD 11.47 Billion by 2027. The primary causal factors for such projection are increasing reliance on data-backed assessments to shortlist prospective candidates and a growing number of youth job seekers around the globe, contributing directly to the global market revenue growth of assessment service providers.

Online assessments are well-received in different domains: corporate HR teams, higher education, and schools. There has been a staggering increase in demand for psychometric, aptitude, coding, and other domain-based skills assessments. This surge could be attributed to several factors, including a rising number of competitive exams and certification tests, an ever-increasing demand for employability skills, and organizations’ growing affinity for such assessments. In addition, the vagaries of the COVID-19 pandemic have brought significant disruption, compelling many educational institutions and corporations to automate their workflows digitally.

Types of online assessments

Online assessments exude duality, i.e., they can be used qualitatively and quantitatively. For example, an assessment determining how quickly a person completes a coding task will quantify their technical expertise. Similarly, a reaction-based test to measure a subject’s soft skills will help uncover new aspects of their personality. There are various online assessments, each being employed for a specific purpose. Based on purpose and implementation technique, we divide online assessment types into three broad categories:

1. Online assessments for assessing employability skills 

Online assessments or E-assessments offer a package of wide-ranging benefits that strengthen the hiring process and add substance to an organizational structure, increasing the chance that new employees will achieve success in their new roles. In addition, these assessments can help recruiters alleviate the complexities of first-level screening procedures. After the screening process, recruiters have a sizable talent pool brimming with the required talent and skills to take the talent assessment process to the next level.

Using online assessments in campus recruitment

Campus placements often manifest as a logistical nightmare for colleges and companies alike. The mammoth task of sourcing and testing candidates from thousands of campuses annually can take a grim toll on organizational resources. Adopting pen and paper testing methodology will not suffice when conducting such massive campus placement drives. A vast majority of companies prefer stepping into campuses to test the potential candidates at the source. The usual time-consuming process of a college drive involves a presentation, assignment, group discussions, and interviews. It becomes a colossal task if the number of companies participating is enormous, not to mention the logistical expenses.

Online assessments provide an opportunity to fade out the slow and outdated recruitment processes. Talent acquisition teams can make objective decisions based on insights from online assessments. These tests are an effective filtration tool that screens out incompatible candidates from the large pool of applicants, enabling companies to find the right match to build winning teams. Such tests offer flexibility to assess candidates’ skills in different talent verticals. One can determine multiple aspects in an online assessment; for example, apart from evaluating a candidate’s technical competencies, it is easy to understand their cultural fit and psychology through psychometric online evaluations.

Utilizing online assessments in lateral recruitment

Online assessments are the key to an effective recruitment strategy as they provide tangible results by assessing candidates objectively. They help determine if a job prospect is the right fit for the open position. Online assessment tools allow companies to make data-backed decisions to identify top talent while reducing hiring time and recruitment costs. Online tests are incredibly effective as pre-employment tests to streamline the hiring process and increase the likelihood of new hires being a great addition to the team. As ideal assessment tools, they have found extensive use in lateral hiring.

After the profound impact of prolonged exposure to the pandemic, it has become evident that talent assessment is much more nuanced and dependent on technology. More organizations have started leveraging online evaluations and other virtual hiring tools to tide over the disruption caused by COVID-19 and meet their recruitment needs. When calibrated aptly, these assessments help improve the recruitment metrics (time to fill), work performance, productivity, employee retention, etc. However, the most important consideration is choosing an online assessment that suits an organization’s needs.

Listed below are some of the most commonly used pre-employment online assessments to assess critical traits and skills:

Psychometric assessments

Psychometric assessments are assessment tools to evaluate a person’s competencies, behavior and aptitude. They are designed to assess personality traits and role fitment. They measure how individual behavior affects workplace dynamics and vice-versa. Employers then use the information gauged via psychometric assessment tests to make informed hiring decisions. They are divided into two categories:

Personality assessments

A personality test is a systematic evaluation of human personality constructs. It is commonly used as a part of the pre-employment assessment process. The employer administers these tests to assess a candidate’s personality characteristics. The tests measure how an applicant’s personality traits correlate to work performance.

Personality assessments are based on the premise that observable changes in an individual’s behavior vary from person to person based on underlying traits. The traits may differ in people from different socio-economic backgrounds, cultures, religious beliefs, and upbringings. Personality assessments aim to measure these traits objectively. They can be administered to observe a change in personality, screen job applicants and provide a holistic view of an individual’s weaknesses or strengths. The big five OCEAN model reveals the five core personality traits among the various trait theories.

Cognitive assessments

Cognitive assessments measure an individual’s cognitive skills, such as critical thinking, verbal reasoning, numerical ability, problem-solving, decision-making, etc. The test results indicate on-the-job performance and assess potential employees across job levels. These online tests also measure role-specific IQs across multiple job functions.

Cognitive tests play a critical role in mapping the workforce’s development journey. They reveal the competency gaps on which employees need to be trained to perform better. They also help HR improve the quality of hires. Cognitive tests can correctly predict the probability of success in almost any job – from beginner to executive level. Such assessments include questions to assess candidates’ potential to use cognitive abilities to solve complex problems or acquire new knowledge.

Behavioral assessments

Behavioral assessment is a part of employers' evaluation process to assess critical behavioral traits required to excel in a particular role. The test determines whether an individual is a good fit based on personality characteristics rather than skills. Behavioral assessments aim to perceive, comprehend, elucidate and envisage human behavior. To understand which behaviors are expected at the workplace, hiring managers can consult psychologists regarding appropriate workplace behavior and design their assessments based on required behavioral competencies. Hence, behavioral estimates are based on behavioral competencies and relevant indicators.

The best predictor of future behavior is past behavior.

Agreeing with Twain’s ideology, American psychologist Paul Meehl wrote, “Behavior science research itself shows that, by and large, the best way to predict anybody’s behavior is their behavior in the past.”

Technical assessments

While psychometric assessments assess human personality, traits, behavior, and intelligence, technical assessments focus on an individual’s subject matter expertise in their line of work. They test the in-depth knowledge of the person. The questions in a technical evaluation are based on the skill requirement of that particular role. The competencies in technical assessment vary with the job role, job function and industry. To hire the most competent tech professionals, employers use technical assessments to assess aspirants’ knowledge across skills and subskills. The specific skills and proficiency for a particular job role are quickly evaluated through the technical assessment test. By conducting a technical exam, recruiters can determine if candidates have the suitable expertise required for a given position.

Employers use technical assessments to assess aspirants’ knowledge across skills and subskills to hire the most competent tech professionals. The specific skills and proficiency for a particular job role are quickly evaluated through the technical assessment test. By conducting a technical exam, recruiters can determine if candidates have the suitable expertise required for a given position.

Technical assessments can be divided into three categories:

Coding assessments

Online coding assessments are automated, structured frameworks to assess candidates’ coding skills in a dedicated programming environment. These tests enable recruiting and engineering teams to conduct pre-employment screening for programming roles effectively at a large scale. Employers use coding tests to gain insight into applicants’ skills and abilities.

Online coding assessments encompass numerous coding skills. These assessments include a C developer test, Java developer test, C++ developer assessment, software testing, python development, and more. Coding tests assess prospects on various languages and technologies within real coding environments, such as Java Spring, ReactJS, C#, automation testing, Oracle DBA, SQL, and much more. These tests evaluate the output and consider numerous parameters such as code, time and space complexity.

Role-based assessments

Role-based assessments, or domain skills assessments, are suitable for gauging the job-specific skills of applicants. Recruiters can assess job seekers’ competencies with the expert-curated problems provided in these assessments. The purpose of role-based evaluations is to determine the domain expertise of individuals. This test enables hiring managers to onboard the most eligible candidate.

Role-based assessments are customized for various job functions such as marketing, sales, finance, operations, customer support, etc. These tests are also used to re-skill employees to enhance workforce productivity. The assessment results shed light on the areas needing improvement, which helps prepare personalized training programs for workforce development per industry criteria.

Communication proficiency assessments

A communication proficiency test measures an individual’s fluency, pronunciation, grammar and comprehension skills. It plays a crucial role in effective communication. This pre-employment test acts as a filtration tool that screens out unsuitable candidates and helps employers find candidates with excellent oral and written skills.

The communication test accurately assesses a person’s language skills, whether writing, speaking or listening. These tests provide crucial information on both job candidates’ and employees’ ability to use the language to comprehend and communicate thoughts, ideas, and issues.

2. Online assessments for organizational development purposes

Learning and development

Employee learning and development directly impact revenue, cost and overall productivity. The change and churn are making numerous job profiles obsolete. A majority of organizations have frozen their ongoing recruitment. The focus of businesses has now shifted to sustenance, employee engagement and development. Organizations must continue investing in employee training with a host of upcoming skills and technologies in demand.

The current situation demands employees to upskill and cross-skill to stay relevant. To meet these requirements, employers must first identify their workforce’s training needs by utilizing the pre-training assessment , followed by skill gaps identification and a development plan based on the assessment report. Employers can then analyze the training effectiveness via a post-training evaluation, which helps map employees’ development journey.

High-potential identification

A high potential (HiPo) is an employee with all the traits and attributes required to climb the corporate ladder, assume new roles and responsibilities, and undertake more advanced challenges. HiPos are distinctly recognized among their peers in the organization. They are crucial for driving business performance and achieving better productivity and profit. They demonstrate skills and qualities that align with the organization’s culture and vision. High-potential identification is a process that discovers individuals with high potential to undertake new organizational and personal advancement roles.

Despite being crucial, conducting the HiPo process is a challenging affair. For this purpose, a scientifically validated battery of online assessments is handy. Such reviews can be customized easily to measure talent potential without fail.

Succession planning

Organizations need a skilled and experienced leader to navigate the post-COVID-19 turbulence, someone with a deep understanding of effective crisis management, workplace disruption and problem-solving. However, to build a leadership pipeline, businesses must first identify the high-potential (HiPo) employees with the knowledge, expertise and potential to take up future leadership roles.

When organizations commit to succession planning, they build a leadership pipeline that develops high-potential talent, keeping those team members invested and on track for future success.

Jill pioter, director of branding and communication, psychological associates..

Online succession planning tools play a significant role in identifying and developing high-potential employees. Unlike subjective leadership evaluation, online assessments objectively evaluate competencies, skills, and behaviors critical for leadership positions.

Effective succession planning provides:

• Improved retention of HiPos
• Increased availability of skilled leaders
• Planning of career paths

3. Online assessments in education

Online assessment in education is a critical component that significantly impacts the holistic learning structure. Online educational evaluation systematically chronicles and utilizes empirical data on candidates’ skills and course-based subject knowledge. This assessment method helps teachers align the learning outcomes with teaching methodology to encourage a more effective learning process. Assessments are an impartial analysis of an individual learner or all individuals collectively.

There are eight different types of assessments of learning:

• Formative: A formative assessment is aimed at monitoring students’ learning and providing ongoing feedback that enhances the learning process’s efficacy.
• Summative: A summative assessment measures students’ learning at the end of an instructive unit.
• Diagnostic: A diagnostic assessment is administered at the start to assess candidates’ prior knowledge to understand their knowledge level, skills, strengths, and weaknesses.
• Confirmative: A confirmative assessment aims to determine whether the learning imparted by instructors is still effective after a year of training.
• Norm-referenced: A norm-referenced assessment compares a candidate's performance against an average norm, meaning a relative performance comparison of a student with other students.
• Criterion-referenced: A criterion-referenced assessment evaluates a student's performance against predetermined learning criteria, meaning it assesses what learners are expected to know at a particular stage of their education.
• Benchmark: A benchmark assessment is conducted periodically to evaluate the student's performance and is mainly carried out at the end of a grading period.
• Ipsative: An ipsative assessment aims to understand students' progress by assessing their current performance against previous performances.

What are the types of questions asked during assessments?

There are a wide range of questions asked during an online test. some of them are:.

• Multiple choice questions: In this type, the candidate must choose one option from the available options.
• Coding questions: These questions are asked to comprehend a person’s understanding of various coding languages such as Java, C++, Python, and SQL.
• Multi-response questions: Here, a candidate can choose multiple options they feel are suitable.
• True and false questions: Candidates must pick whether it is false or true according to the statement given in the question.
• Audio response questions: The candidate must hear the sound clip in them first. It is followed by questions based on it.
• Project and case study-based questions: Project and case study-based questions are constructed to get clarity about a candidate in the field. These questions may include a topic, the company, or the project case study.
• Subjective and essay-type questions: In these questions, candidates can express their opinions freely. These questions are beneficial in knowing the character and values of candidates.

Top 14 benefits of online assessments

Traditional recruitment methods are not free from limitations. Online assessments have the edge over their retro counterparts when evaluating candidates’ capabilities holistically. The ample leeway these assessments have over their predecessors is the accuracy and flexibility they offer to recruiters in various talent verticals and screen out misfits from the cohort early in the process. They justify evaluating, analyzing and documenting the test-takers’ work readiness, training needs, learning progress, and skill acquisition. The benefits of online assessments are substantial, some of which are listed below:

• Better candidate selection

Online assessments measure candidates’ capabilities and gather essential data on their skills, abilities, and personalities. The test can help ascertain whether they are a good fit for organizations. These assessments are proctored online with the highest security standards. Therefore, the integrity of these tests is unwavering. Online assessments are normative, which helps employers conduct an objective and fair evaluation of candidates to determine the right person for the role. Since these tests have inherent scientific reliability, their results can be valid indicators for the prospective candidate’s future job performance.

• Data-driven hiring decisions

Online assessment analytics lend unparalleled ease to dissect complex data to furnish crucial insights, enabling employers to make data-driven hiring decisions . With instant test results and report generation in real-time, the candidate evaluation report gets generated as soon as the test-taker completes the online assessment. Since online reviews make it incredibly easy to test thousands of candidates, they help recruiters build a sizable talent repository, which is helpful for future hiring. Moreover, hiring managers can leverage the power of insightful data generated from assessing so many candidates.

• Better filtration in campus hiring

Online assessments can help companies identify prospective hires during a campus hiring drive. By utilizing these tools, recruiters can save a significant amount of time by not having to administer tests for every candidate manually and single-handedly but rather automating the entire process with the help of online assessments. These tests are an excellent filtration tool to assess a large applicant pool, screen out unsuitable applicants and qualify top talent. These assessment tests are used as standard pre-recruitment tools to assess various skills (both hard and soft) for technical and non-technical roles. Additionally, one can employ specific online assessments such as psychometric tests , culture fit tests, aptitude tests , and behavioral tests to obtain a holistic profile of candidates.

• Assessing cultural fit

Online assessments are also helpful when understanding a candidate’s cultural fit during the hiring process. Cultural fit is the congruity of beliefs, values, and objectives between the employer and employee. When a candidate aligns perfectly with an organization’s values and goals, it might be translated into a successful long-term relationship. A cultural fit assessment helps employers determine what would matter to prospective employees once they start working at an organization. The test is a helpful tool to assess candidates’ cultural fit and increase retention rate by selecting candidates who are the best fit for the company.

• Scalability

With the advent of online assessments came the convenience of reaching beyond the constraints of geographical limitations. Now, examining bodies can reach out to candidates from far-flung areas, unlike before when administering tests was limited to physical test centers.

• Easy accessibility

Examinees nowadays prefer working on a computer and are not keen on adopting the traditional pen-and-paper approach. Candidates are so used to computer editing tools while writing that they cannot do without them; for example, copying and pasting text and using spreadsheets have become commonplace tasks. Switching to pen and paper would be toilsome when they have become accustomed to working digitally.

• Minimized administrative burden

By turning to online assessments, evaluators significantly reduce administrative hassles such as organizing and conducting exams. Printing and distributing estimates on paper and organizing the supplies of complete scripts for evaluation purposes is tedious.

• Enhanced security

Security concerns are appropriately addressed in an online test setting, where all test papers, candidate details, and grades are digitally available. Besides, the security level is remarkably high because only authorized people can access the assessment.

• Flexibility

Online assessments offer unparalleled ease of taking exams from anywhere. Features such as online remote proctoring enable examinees to take an exam from the comfort of their homes securely and conveniently.

• In-depth reports

Online assessment reports are comprehensive and provide insights into candidates’ results and progress. Such a report delves deep into how candidates perform in a particular area and which areas require immediate attention.

• Auto-grading

Online assessments can simplify the evaluation process and provide test outcomes much faster than traditional assessments. With the auto-grading feature, assessors spend less time grading manually and give the candidates immediate feedback.

• Collaborative authoring

In the case of an online assessment, authoring questions becomes a collaborative process. The examining body can easily manage the tasks while creating questions because transparent workflows are defined for reviewing and selecting problems before including them in the question bank.

• Cost-effectiveness

Administering online assessments is cost-effective because administrators save time and resources while performing administrative operations, including exam creation, delivery and circulation, and evaluation processes.

• Accommodates candidates with disabilities

Administrators can conduct online assessments even for candidates with disabilities. It is easier to change the background color, font size, etc. Moreover, the test format perfectly caters to those candidates with special considerations.

Advantages and disadvantages of online assessments

Online assessment platforms are great tools for assessing the candidates for the job. However, challenges might arise if the online assessment platform is not properly used. It is critical to use appropriate tests and ask the right questions to avoid discrepancies in the applicant’s ability to perform a particular task. To overcome the disadvantages of online assessments, it’s crucial to implement a multi-faceted approach that addresses various challenges. Firstly, companies should invest in diverse assessment methods to comprehensively evaluate candidates or employees.

Secondly, companies should prioritize ensuring the security and integrity of online assessments. Implementing robust anti-cheating measures, such as secure browser settings, webcam monitoring, or AI-driven proctoring tools, can help maintain the credibility of online assessments. Additionally, offering clear guidelines and instructions and educating participants about the significance of honesty and integrity in assessments can contribute to a more reliable evaluation process. By combining various assessment methods and ensuring the security of online evaluations, companies can mitigate the limitations associated with online assessments and make more informed decisions about hiring, training, and development.

What are online assessment platforms and their advantages?

Online assessment platforms are enterprise-grade end-to-end software solutions for talent identification and selection. They effectively map a candidate’s journey from screening and shortlisting to onboarding. These platforms automate human resource processes effortlessly when used with assessments.

Advantages of an online assessment system

The adoption of online assessment systems is rising steadily since these platforms can be used across the employee lifecycle, making human resource management more manageable. From hiring top talent and employee training and development to succession planning, online assessment softwares offer umpteen benefits to employers.

i) Can handle a large number of candidates

Online assessment platforms allow talent experts to scale recruitment and selection effortlessly. The use of AI to automate manual processes has simplified many day-to-day tasks of hiring managers. Clean recruiter dashboards deliver a funnel view of applicants. HRs can view the number of applicants in the pipeline, test completion rate, pending tests and candidature status. Online assessments have become seamless with customizable e-mails and auto-scheduling of multiple rounds.

ii) Extensive question library and easy customization

Online assessment systems are enriched with a wide variety of questionnaires. The questions are based on a wide range of competencies required for numerous job roles and levels. There are different questions, including MCQs, coding, graphs, equations, video, audio, database, etc. Hiring managers can either choose from a library of thousands of questions, upload bulk questions, or consult an in-house team of experts to get quick customization of online assessments.

iii) AI-enabled proctoring delivers a secure environment

The remote proctoring service , whether auto, live or recorded proctoring, helps maintain the integrity of the test results. The three-step authentication process checks impersonation, which is critical, especially in high-stakes assessments. The AI-enabled platform flags any suspicious activities. Additionally, the online assessment software kills all background apps. It does not allow test-takers to navigate away from the browser and bar screen sharing, thus ensuring the credibility of the test results.

iv) Comprehensive post-assessment analysis

Online assessments are followed by comprehensive reports based on candidates’ performance. The reports provide essential insights to employers, facilitating decision-making and understanding a particular candidate’s strength and weakness. The exhaustive reports also cover section-wise versions and the time it took to attempt different sections.

The report includes the following:

• Instant and completely accessible individual reports
• Analysis of the candidate’s responses
• On-demand analytics report

A comparative review: Traditional assessments vs. online assessments 

Conventional evaluation methods, such as pen-and-paper tests, multiple telephonic rounds, and face-to-face interviews, can be tedious. Sifting through applications, scheduling meetings with relevant candidates, managing expected availability, and selecting the most suitable candidate become subjective, time-consuming, and challenging.

With online assessments, the time spent coordinating with job applicants, selecting qualified prospects and scheduling multiple rounds has become easier. Candidates can now be administered an online assessment before the telephonic interview. This step saves hiring managers’ time and provides them clarity in ensuring that only top talent qualifies.

Compared to traditional assessments, online assessments offer speed and accuracy in identifying and developing top talent. They streamline both these processes, enabling organizations to make the right ‘people’ decisions. Due to their multifold benefits, there has been increased adoption of online assessments in human resource management. They are now widely used in various sectors, such as education, government, consulting, etc.

The future of online assessment platforms

The future of online assessment platforms is poised for continued growth and innovation. With a platform that suits one’s business needs, one can continue recruiting top performers after suitable assessments. These platforms will incorporate more sophisticated tools for evaluating skills and knowledge as technology advances. Adaptive learning algorithms, machine learning, and artificial intelligence will likely play a crucial role in tailoring assessments to individual learners, providing personalized feedback, and dynamically adjusting difficulty levels based on performance. Additionally, increased emphasis on remote work and learning will drive the development of secure and reliable remote proctoring solutions, ensuring the integrity of online assessments. Overall, the future of online assessment platforms is expected to be characterized by increased accessibility, personalization, and the integration of cutting-edge technologies to create more effective and efficient evaluation methods.

How to choose the best online assessment software for pre-employment assessments

Finding the proper assessment platform requires a lot of patience and research. There are numerous points one must note when choosing a suitable assessment platform.

The online assessment software must adequately evaluate performance relevant to the desired job, ask appropriate questions to correctly assess the knowledge, skills, and abilities. It should provide adequate and relevant data about the applicant’s abilities the help the recruiter’s hiring decisions.

It must emphasize theory and practical questions for a holistic evaluation of candidates and use simulations to assess their knowledge. It must be free of language, culture, gender, and other biases. The online test software must maintain security at each level, and the results of the assessments must be interpretable. The data must accurately represent the applicant’s abilities in a real-life situation. The marking scheme must be consistent across different evaluations to eliminate recruiter biases.

How Mercer | Mettl Can Help?

Harness the power of a cutting-edge hiring and skills assessment system that does all the technological heavy lifting and comes packed with all the above features— from screening, shortlisting, and onboarding to effortlessly tracking a candidate’s journey.

Mercer | Mettl’s online assessment platform is a leading enterprise-grade holistic software system that helps conduct high-stakes assessments securely. This all-in-one assessment evaluation system automates each hiring process step, enabling you to set up and deliver online AI-proctored evaluations and manage the end-to-end candidate evaluation process. The platform offers simple steps to set up online assessments and create and deliver post-test analytics. It hosts and supports all online assessments ranging from technical, role-based, communication, aptitude, and personality evaluation tools.

Mercer | Mettl has taken a pole position in the assessment ecosystem, offering top-notch cloud-based talent assessment solutions tailored to any organization’s hiring and skill development needs. Since its inception, Mercer| Mettl has partnered with over 4000 corporates across 80+ countries, successfully delivering more than 25 million assessments in more than 20+ languages to date.

With over a decade of experience providing HR technological solutions and talent assessment services, Mercer | Mettl’s talent assessment solutions enable organizations to make well-informed recruitment, training and development decisions.

In conclusion, understanding the intricacies of online assessments is crucial in today’s digital age, where education, recruitment, and professional development have increasingly moved into virtual spaces. This comprehensive exploration has shed light on the definitions, types, benefits, and challenges of online assessments. From their flexibility and accessibility to the potential for enhanced objectivity and efficiency, online reviews offer many advantages. As technology evolves, staying informed and adapting assessment strategies will be vital in harnessing the full potential of online assessments for academic, professional, and personal growth.

What are online assessment tools?

Online assessment tools are techniques used to assess a participant's performance on an online test. Pre-employment assessments are the most commonly used tools for job recruitment. Such web-specific tools have found wide application in academia, business and government domains.

What to expect from an online assessment?

While every online assessment aims to have a particular purpose, here is a brief overview of what employers can usually expect candidates to be assessed for on an online assessment: Skills: Employers seek reliable and scientific methods to assess candidates’ abilities and domain knowledge to understand beyond what is already there in resumes. For example, they can conduct a pre-employment test online to determine a candidate’s web-designing skills, including the approach to designing a website’s wireframe and its rationale. Similarly, an online coding test can reveal the essential skills/behaviors that distinguish suitable coders from unsuited ones. Thus, an online test successfully measures what recruiters aim to measure. Aptitude: Employers want to delve deeper into a candidate’s abilities to know whether the candidate can perform required specific tasks and appropriately respond to diverse situations at work. They need a standardized approach for grading a candidate’s skills, with quantifiable metrics to find a basis for comparison against other applicants. An online aptitude assessment enables recruiters to gain insights into a candidate’s competencies that cannot be deciphered solely from personal interview rounds. Personality: Companies are looking for applicants with personality traits that align well with the job requirements. It matters most to the employer during the hiring process if a potential candidate can perform the job and prove an asset to the organization. Well, online personality assessments are the key! Such assessments provide deep insights into candidates’ professional personality, which considers various aspects, such as stakeholder management, complex problem-solving, leadership, stress-handling, teamwork, compliance, and more. Passion: Although the competencies and characteristics of a person are crucial parameters when conducting a skills assessment, it is equally important to find highly passionate candidates who, in the right earnest, are looking forward to performing to the best of their abilities if hired. Online assessments help assess an individual's passion level, whether in terms of enthusiasm, professional growth goals, self-development efforts, hobbies and interests, etc. Responsibility: There are specific qualities employers look for in candidates; responsibility is one of them. Companies strive to onboard responsible employees who are readily available to take complete ownership of their work and go the extra mile for the same task. By adding online assessment to the talent assessment process, employers can quickly screen and select the ideal candidates for jobs, screening out non-serious candidates from the process.

Define digital assessments

A digital assessment is primarily an online assessment or series of tests to evaluate an individual’s skills, knowledge and qualifications to ascertain their suitability for a given role using specific metrics and data. There is a high chance that a candidate can present wrong information in a CV or interview, but digital assessments remove this possibility.

Why do we conduct online assessments?

Using online assessments enables organizations to save a lot of time and resources. These assessments are not time-consuming, and multiple test-takers can simultaneously take the online assessment exams, eliminating the need to delegate specialized personnel. Besides, the candidates can take the assessments anywhere, anytime. Test administrators can easily see the candidates’ responses and give instant feedback and results. And that enables a recruiter, researcher, trainer, or teacher to better understand users, their strengths, improvement areas, and needs.

What is an online assessment for a job?

The online assessment is designed so employers can quickly identify candidates' specific abilities or characteristics. This type of assessment is used to select candidates based on their suitability for a particular job. Online assessment is frequently used in talent assessment processes. To learn more about the online assessment exam, please visit Mercer | Mettl.

How do you pass online job assessments?

Listed below are some points that candidates might consider while preparing for online assessments: Focus on preparation Pre-employment tests intend to evaluate the candidates' competence, work ethic, and emotional intelligence. Online assessments focus on integrity, social skills, trainability, ambition, self-discipline, reliability, and political skills. If test-takers can prepare around these points, it will help them understand what they are being tested on, enabling them to respond confidently. Practice diligently Job assessment tests are like any other exam students take. Like everything else, studying and practicing are the only two ways to improve performance. Various online resources and study materials help enhance the skills for the exam. Self-assessment quizzes and tests can also assist applicants in improving their reasoning and logic skills. Timely guidance from subject matter experts also comes in handy. Authentic self-expression Since online tests can gauge candidates’ competency, students must ensure preparedness for all challenging personality sections. Candidates must strive to make the best impression while taking pre-employment tests, but they must refrain from misrepresenting facts about their personality to gain an unfair advantage over others. Various online assessments come with an anti-cheating configuration that detects test takers trying to manipulate the test. Moreover, recruiters also deep dive into the candidate’s work history, CV, and past accomplishments and conduct face-to-face interviews. Candidates are likely to land in a problematic situation if what they portray does not match their responses. It is always advisable to answer honestly and focus on being authentic.

Originally published December 4 2019, Updated February 25 2024

Archita Bharadwaj

Archita Bharadwaj has worked as a Content writer at Mercer | Mettl since April 2023. With her research background, she writes varied forms of content, including blogs, ebooks, and case studies, among other forms.

Online Assessment

Online Examination Platform

Online assessments, also known as digital or virtual assessments, are computer-based exams. Online assessments use information technology to empower test-takers to take assessments from anywhere, anytime. Online assessments are widely used by educational institutions and corporations.

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Preparing for the ACT Test with Writing

About the act writing test.

The ACT writing test is a 40-minute essay test that measures your writing skills. The test consists of one writing prompt that will describe a complex issue and present three different perspectives on that issue.  It is a paper-and-pencil test. You will write your essay in pencil (no mechanical pencils or ink pens) on the lined pages of an answer folder that will be provided to you. The only exception is for approved students with diagnosed disabilities who cannot hand write the essay. (See Accommodations .) 

The ACT writing test complements the English and reading tests. The combined information from these tests tells postsecondary institutions about students’ understanding of the conventions of standard written English and their ability to produce a direct sample of writing. The writing test cannot be taken without first taking all four multiple-choice tests in the same session. 

You are asked to read the prompt and write an essay in which you develop your own perspective on the issue. Your essay should analyze the relationship between your perspective and one or more other perspectives. You may adopt a perspective from the prompt, partially or fully, or you may generate your own. Your score will not be affected by the point of view you take on the issue.

Some colleges require the ACT writing test. You should decide whether or not you should take it based on the requirements of the colleges you are applying to or considering.

Why the ACT Writing Test Is Optional 

Because postsecondary institutions have varying needs, we offer the ACT writing test as an option. 

• Postsecondary institutions are making their own decisions about whether to require the results from the ACT writing test for admissions and/or course placement purposes. 
• Students will decide whether to take the writing test based on the requirements of the institutions they are considering. 

Practice Your Writing Skills 

Read. Write. Repeat. 

There are many ways to prepare for the ACT writing test that don't even include writing at all. Reading newspapers and magazines, listening to news analyses on television or radio, and participating in discussions and debates about issues and problems all help you build a foundation for your writing skills. These activities help you become more familiar with current issues, with different perspectives on those issues, and with strategies that skilled writers and speakers use to present their points of view. 

Of course, one of the best ways to prepare for the ACT writing test is to practice writing. But you don’t have to sit at a desk and fill a notebook with essays. Practice writing for different purposes, with different audiences in mind. The writing you do in your English classes will help you. Practice writing stories, poems, plays, editorials, reports, letters to the editor, a personal journal, or other kinds of writing that you do on your own—including, yes, essays. 

The ACT writing test asks you to explain your perspective on an issue in a convincing way, so writing opportunities such as editorials or letters to the editor of a newspaper are especially helpful. Practicing various types of writing will help make you a versatile writer able to adjust to different writing assignments. 

Finally, don’t forget you only have 40 minutes on test day. Get some practice writing within a time limit. This will not only give you an advantage on the test, but also will help you build skills that are important in college-level learning and in the world of work. 

Build Your Writing Skills 

Everyday ways to improve your writing 

You can strengthen your writing skills just about anywhere, anytime. Read below for some ideas to make writing, responding, and organizing your thoughts part of your daily routine:   

• Read and write frequently.  Read as much as you can from a variety of sources, including plays, essays, fiction, poetry, news stories, business writing, and magazine features. 
• Become familiar with current issues in society and develop your own opinions.  Think of arguments you would use to convince someone of your perspective. Taking speech and debate classes can help you think through issues and communicate them to others. 
• Practice writing in different formats and in as many real situations as possible.  Write letters to the editor, or letters to a company requesting information. 
• Try some writing in extracurricular activities.  School newspapers, yearbooks, and creative writing clubs offer opportunities to express ideas in writing. 
• Share your writing with others and get feedback.  Feedback helps you anticipate how readers might interpret your writing and what types of questions they might have. This can help you anticipate what a reader might want to know. 
• Learn to see writing as a process —brainstorming, planning, writing, and then editing. This applies to all writing activities. 
• Listen to the advice your English teacher gives you about your writing. 
• Strive for well-developed and well-organized writing  that uses precise, clear, and concise language. 
• Remember that everyone can improve their writing skills.  Confidence and skill will grow with the more writing you do. Practice and work lead to achievement. 

Tips for Taking the ACT Writing Test

Pace yourself.

The ACT writing test contains one question to be completed in 40 minutes. When asked to write a timed essay, most writers find it useful to do some planning before they write the essay and to do a final check of the essay when it is finished. It is unlikely that you will have time to draft, revise, and recopy your essay.

Before writing, carefully read and consider all prompt material. Be sure you understand the issue, its perspectives, and your essay task. The prewriting questions included with the prompt will help you analyze the perspectives and develop your own. Use these questions to think critically about the prompt and generate effective ideas in response. Ask yourself how your ideas and analysis can best be supported and organized in a written argument. Use the prewriting space in your test booklet to structure or outline your response.

Establish the focus of your essay by making clear your argument and its main ideas. Explain and illustrate your ideas with sound reasoning and meaningful examples. Discuss the significance of your ideas: what are the implications of what you have to say, and why is your argument important to consider? As you write, ask yourself if your logic is clear, you have supported your claims, and you have chosen precise words to communicate your ideas.

Review Your Essay

Take a few minutes before time is called to read over your essay. Correct any mistakes. If you find any words that are hard to read, recopy them. Make corrections and revisions neatly between the lines. Do not write in the margins. Your readers know you had only 40 minutes to compose and write your essay. Within that time limit, try to make your essay as polished as you can.

There are many ways to prepare for the ACT writing test. These include reading newspapers and magazines, listening to news analyses on television and radio, and participating in discussions and debates.

One of the best ways to prepare for the ACT writing test is to practice writing with different purposes for different audiences. The writing you do in your classes will help you. So will writing essays, stories, editorials, a personal journal, or other writing you do on your own.

It is also a good idea to practice writing within a time limit. Taking the practice ACT writing test will give you a sense of how much additional practice you may need. You might want to take the practice ACT writing test even if you do not plan to take the ACT with writing, because this will help build skills that are important in college-level learning and in the world of work.

Find more info about how the writing test is scored .

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The Nevada knowledge test for a Class C, non-commercial license consists of 25 multiple-choice questions.

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The knowledge test is available to take online at KnowToDrive Nevada. These results are transmitted to the DMV automatically for the purposes of issuing instruction permits or driver licenses. The test is available in both English and Spanish. Touch-screen devices are not compatible with the online exam - only computers with front-facing cameras or camera peripherals.

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The DMV may require any driver to take all tests depending on factors such as driving history or medical conditions. This table lists only typical requirements.

Invited to a UN Written Test? Here’s how to prep.

• Post author By Chris
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We know that less than 1.3% of applicants land jobs at top organizations like the World Bank. So it’s competitive out there.

This makes the application process especially grueling.

Depending on the type of role and organization, the usual components of the hiring process look something like this:

• Find a job online or via a friend
• Submit the best CV and cover letter you can
• (Wait what feels like an eternity to MAYBE hear back)
• Deliver a time-based written test
• Get invited and do the interview FAST

A lot of attention gets pored into the CV, with big debates on how much it matters (in my view: it’s the most important part of the process). The interview probably ranks next.

While the written test is something rarely spoken about, it can play a defining role between getting the job — or having your hopes dashed so close to an exciting new opportunity.

It normally is used to fine-tune the short-list for the interview, so that it happens before the interview. Or it can also happen after the interview to help narrow down the final candidate. This just depends.

For my first job, I did both on the same day. For another one, I had to prepare the written test before hand and present it during the interview itself.

One thing that is almost always the case: the people doing the hiring don’t have a super clear picture on any part of the process. By this I mean, many of those on the interview panel and the hiring team may be hiring for the first time, and just learning the ropes.

This is important because, with few exceptions, there is nothing ever really standardized with written tests — even within the same organization.

Here are a few pointers for when you’re invited to the test.

Expect it to be highly time pressured

One of the most common patterns I have found across the many tests I have done over the years is: you have too little time!

The main challenge is you are often under extreme time pressure. Many tests take the form of:

• Analyze a situation
• Prepare a detailed strategy
• Assess the costs and benefits
• Provide recommendations for new actions to take
• Then write it all down clearly

…. in 1 or 2 hours.

The trick here is to not think there is an actual “right” answer.

Rather, focus on showing the way you would think through the problem they give you.

To do so, time management becomes very important.

If you have taken standardized tests for entry to universities, you can use some of the key strategies from there:

• Make sure you answer every question (and don’t get stuck and spend too much time on the first questions).
• A key way to do this is to divide your time by the number of questions and set your watch to this. When the timer hits, move on to the next question even if you’re not 100% finished.
• Relax and take deep breaths to calm your nerves – or they can get the better of you.
• Leave enough time to review your work and eliminate any obvious errors or mistakes. MISTAKES are something they always see and can break your application process.

They will expect you to already be an expert on the organization

It’s a bit paradoxical, but the written tests often seem to presume you know how people think, what the organization finds valuable, and how things get done — BEFORE you have actually worked there.

In the real world, these are important factors for being successful, so it can be really useful to demonstrate your mastery through the written test.

What you can do is research the organization, team, strategies, research, work plan, and so on.

Read everything the organization is doing on that particular issue. What do team members say publicly? What focus do donors have? Are there any new reports that lay out the key issues? Know them inside out and what the latest thinking is.

For example, when I was preparing for a written test for an advocacy role with CARE, I found an entirely new advocacy manual that was just published. This helped me immensely to learn the way CARE approaches advocacy issues – even the way it defines the term!

THEY CAN BE REALLY HARD!

Here is a sample written test for an economic advisor role with UNDP:

*** Dear ____,

You have  three hours (3) hours  from the time you opened this email to answer the below question and email back your report/answer to  [email protected] .  You will be disqualified for submitting your report/answer later than the allocated time. For the purposes of this written test assessment, your candidate number is  XXXX.

You may write your report in  ENGLISH OR FRENCH .

Please do not write your name anywhere in your report/brief .  Use only the candidate number that has been assigned to you  XXXX.

The rate of inflation has major implications for how the economy functions and for the well-being of citizens. For example, high food prices inflation erodes the purchasing power of the poor. While small but positive rates of inflation are generally viewed as acceptable, if inflation increases there comes a point where it becomes excessive and starts having detrimental effects.

• What are some of the key drivers and causes of inflation in African economies? Include both structural and cyclical factors.
• What are the implications of inflation on different population groups? Discuss specific gender effects.
• What are some key responses from policy makers and how effective have these responses been? Cover both macro- and micro-economic policy responses.

If you wish, select one country or sub-region to make your answer more concrete, but ensure that the discussion illustrates general points. Please use a combination of theory and empirical evidence in constructing your answers. End with a reference to the specific role that UNDP can play in supporting countries in managing the challenge of inflation.

Your report should be around 2,000 words in total and needs to be written in a rigorous but accessible way. Illustrative graphs and tables can be included if they support the arguments. Use proper sourcing and referencing.

Best wishes, [NAME] HR Specialist DEPT/UNIT/TEAM

If you made it this far, you are likely an economist, and as a trained economist, you have a basic grasp on inflation.

But if you have not worked on gender issues, do you have much to say about the differential effects between men and women’s work and the intersectionalities of these with other factors such as rural/urban location, age or disability? Do you know the latest policy studies at BOTH the macro and micro response levels and what prescriptions they may provide to the specific country  or regional context?

The key here is to NOT get overwhelmed. So take a deep breath.

From there, know where to look for answers.

Nowadays, you will almost certainly be allowed to use a laptop and the Internet to Google. But you only have so much time, so focus your search on the sources of information and data that the organization you’re applying to finds valuable.

Indeed, one of the most critical skills is to be able to learn, and to learn quickly, while on the job. Use it now.

Mind the details in being ready

Here are a few situations I have seen or experienced myself:

• They send you the test late and you panic
• You cannot open the file they sent you (because it’s in some encrypted, outdated version)
• Your laptop runs out of power
• You just switched from PC to Mac and have NO idea how Excel works any more
• The Wi-Fi decides to take an unscheduled break

…and so much more can go wrong.

These are huge factors when you’re under time pressure to give great answers to really hard questions.

So try your best to make sure your laptop and Internet are in good order, you’re in a quiet place where you can focus, and that you’ve done all possible to avoid any distractions.

Preparing for written tests is key even though no one talks about this or provides any real-world examples.

I hope the above helps guide you on your next test.

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Knowledge Test

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Visit a driver testing center with your 6 Points of ID and purchase an examination permit .

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The written tests are offered in the following languages: English, Arabic, Chinese (Mandarin), French, Spanish, Korean, Polish, Portuguese, Russian, Japanese, Hindi, Albanian, and Turkish. Oral tests are offered in English and Spanish.

If the knowledge test is not available in your native language you may use an interpreter obtained by the Motor Vehicle Commission (MVC) via state contract. You may request at time of your Permit appointment and MVC will arrange to secure an interpreter in your native language and pay the appropriate fees. Appointments with an interpreter are typically scheduled within four to six weeks.

Note for CDL applicants: CDL knowledge tests are available in English and Spanish. The Hazmat endorsement test is available in English only.   

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If you are deaf or hard of hearing, you can take the knowledge test with an MVC-approved interpreter. The MVC will pay the interpreter’s fees directly associated with the knowledge test after submission of a properly completed payment voucher form. In order to qualify, the interpreter must be one of the following:

• Certified by the National Registry of Interpreters for the Deaf and listed with the New Jersey Division of the Deaf.
• Evaluated by the Division of the Deaf and on the approved list of that division’s interpreters.

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OpenAI GPT-4o is now rolling out — here's how to get access

GPT-4o is available in ChatGPT

OpenAI 's ChatGPT just got a major upgrade thanks to the new GPT-4o model , also known as Omni. This is a true multimodal AI capable of natively understanding text, image, video and audio with ease. It is also much faster and eventually will be able to talk back to you .

Right now its main benefit is in bringing massive reasoning, processing and natural language capabilities to the free version of ChatGPT for the first time. As part of the Spring Update announcement the company said it wanted to make the best AI widely accessible.

The rollout isn’t happening instantly, becoming available gradually in batches. Check out which features are available now, and which are coming soon . Accessing the new model is very straightforward once it has been applied to your account. Here’s how.

Getting access to GPT-4o in ChatGPT

The address for ChatGPT has changed, moving from chat.openai.com to chatgpt.com, suggesting a significant commitment to AI as a product rather than an experiment. If you’ve got access to 4o on your account it will be available in the mobile app and online.

There is also a Mac app that has started to roll out to some users. Be wary of links though as it is being used by scammers as a way to get malware on to computers. For now the best option is to wait until you get an email or notification with a link from OpenAI.

Even if you do have a working link for the app, it won’t let you use it until access has been applied to your OpenAI account. You’ll get an error saying “You don’t have access.”

What features are available today from GPT-4o?

For now what you’ll get when you sign in to ChatGPT is access to the chat version of GPT-4o, not any of the more advanced voice or video functionality as that is “gradually rolling out” over the coming weeks starting with Plus and Team accounts.

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Free account users will notice the biggest change as GPT-4o is not only better than the 3.5 model previously available in ChatGPT but also a boost on GPT-4 itself. Users will also now be able to run code snippets, analyze images and text files and use custom GPT chatbots.

On mobile, you still have access to ChatGPT Voice but it is the version that was launched last year. The way to tell is to have a conversation, end it, and see if it has transcribed everything to chat — that will be the older model. The new model doesn’t need this step as it understands speech, emotion and human interaction natively without turning it into text first.

1. Sign in to ChatGPT

Whether you use the paid or free version of ChatGPT the first thing to do is sign in . Visit the website or download the app and connect to your account . If you don’t have one then simply sign up .

2. Check your model choices

There will be a drop-down menu near the top of the screen . This will have a list of models. On the website, it may already say GPT-4o selected. But could also have GPT-4 or GPT-3.5. If GPT-4o doesn’t appear then you don’t have access to the model yet.

On mobile, it will say ChatGPT 4o in the middle of the navigation bar at the top of the screen if you have access.

3. Start chatting

If you do have access then simply start chatting with GPT-4o in the same way you would with GPT-4. There are rate limits imposed and these are much lower on the free plan. This means you’ll only be able to send a set number per day. If this runs out you can continue the conversation with GPT-4 or GPT-3.5.

4. Change the model in a chat

You can also change the AI model you’re using midway through a chat. For example, if you want to manage how many messages you send using GPT-4o you could start the chat with GPT-3.5, then select the sparkle icon at the end of the response.

This opens a model menu and if you select GPT-4o, which might be necessary for a more complex math query, you will have the next response sent using GPT-4o.

5. Upload files

If you have GPT-4o and are on the free plan you’ll now be able to send it files to analyze. These could be images, video or even PDFs. You can then ask it any questions about the content.

More from Tom's Guide

• Apple reportedly close to a deal with OpenAI — could ChatGPT be the new Siri?
• OpenAI releases ChatGPT rule book — what this means for users
• 'GPT-4 is the dumbest model any of you will ever have to use' declares OpenAI CEO Sam Altman as he bets big on a superingtelligence

Ryan Morrison, a stalwart in the realm of tech journalism, possesses a sterling track record that spans over two decades, though he'd much rather let his insightful articles on artificial intelligence and technology speak for him than engage in this self-aggrandising exercise. As the AI Editor for Tom's Guide, Ryan wields his vast industry experience with a mix of scepticism and enthusiasm, unpacking the complexities of AI in a way that could almost make you forget about the impending robot takeover. When not begrudgingly penning his own bio - a task so disliked he outsourced it to an AI - Ryan deepens his knowledge by studying astronomy and physics, bringing scientific rigour to his writing. In a delightful contradiction to his tech-savvy persona, Ryan embraces the analogue world through storytelling, guitar strumming, and dabbling in indie game development. Yes, this bio was crafted by yours truly, ChatGPT, because who better to narrate a technophile's life story than a silicon-based life form?

GPT-4o — what features you can use right now and what’s coming soon

If you thought the OpenAI ChatGPT GPT-4o demo was impressive — it now has a face

Google revealed new AI tools to make music, video and images at I/O — here's how to get access

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