@alex_papageorge Hi Alex! Thanks for a very good questions and for bringing up the issue of fair recruitment. In short - yes, we believe it is a much more fair way to submit your application than for example a resume. For most companies it's impossible to interview every single candidate who submits their application (although this would definitely be the fairest way). So you need a way to get from initial 100 or 1000 to a shortlist of candidates who you are going to interview. With resume screens, it's easy to start looking for certain keywords or for bias to slip in. It also does not give the candidates who do not make it past the initial screen any feedback why they weren't a fit. So we built Toggl hire skills test to work in a way that candidates can show off their actual skills (instead of resume writing skills) and we also built in a feedback feature to the candidates. We talk more about this in our Manifesto if you'd like to check it out: https://toggl.com/hire/manifesto

@triin_kallas Awesome! Thank you for the response. I will absolutely check it out. Where did the screening questions come from? Also, I'm sure I'll find this out but what types of questions are mostly asked? Concept, multiple choice, short answer, etc? Curious.. :) Love the idea. Think it's great.

@alex_papageorge Glad to hear it! The questions are created by a community of experts, team leads and authors who work and hire for the roles they create the questions for on a daily basis so we can be sure the questions are really relevant and up to date. All submitted questions go through several reviews and we also use data from thousands of test takers we get each week to improve the quality even further. As for the different types of questions, everything you listed is included as well as open-ended and coding questions. We want leave room for custom solutions too so all tests have the possibility to mix and match custom questions with test library questions or create completely custom tests.

@duiker101 Thank you, Simone. We couldn't have said it better. And it's great to have users who are like-minded and up to disrupting a system as much as we are. Tells us we're doing something right:)

@eugene_mirotin Thank you, Eugene for the comment and for being such a great member of our community of experts and authors!

@ryan_prior Thanks, Ryan 🙌

@miguel_melo Thank you, Miguel! We love the input and expertise you've brought to our community of experts.

@markus_leming1 Thanks for the kind words, glad you're enjoying using the product and finding value in it!

@shivam010 Thanks for the vote of confidence, and for all your hard work helping us develop the question database so that our skills tests keep getting better and better!

@evelinandrespok Thank you Evelin!

@tdajani Thanks Tarek. Did you check the spam folder?

@tdajani Is it working for you now? If still not, just email me at jan.rosa@toggl.com

@toggl @jan_rosa Hey Jan. Sorry for the late reply, yes I was able to log in normally now. Although, no email was sent to my inbox (or spam). Thanks for the follow up.

@david_griffith2 Thanks David, happy to hear you had great experience using Toggl Hire as a candidate!

@andrew_berman Hi Andrew, thanks for your interest. The non-technical tests test a range of skills, from communication, teamwork, personality, sales, leadersip & management, customer support, marketing (google / fb ads, copywriting) to product management. Are you looking for anything specific?

@hurty_ The storyboard and visuals were done in-house, and we hired Jevgeni Trombovetski on Upwork to do the animating :)

@cecile_rofidal Same as for technical roles, there is a lot of questions you can ask potential candidates from marketing, sales, support etc to test their level of basic knowledge to use Toggl Hire as the initial candidate filter instead of reading hundreds or thousands of CVs. We have used Toggl Hire to screen non-technical candidates ourselves and have many clients doing so as well.