How to Test Computer Skills in a Job Interview

Testing computer skills during a job interview helps you verify that candidates actually possess the technical abilities listed on their resumes. This guide walks you through designing, administering, and evaluating practical computer skill tests—from simple typing checks to complex software simulations—so you can make confident hiring decisions.

What You’ll Need

A list of the essential computer skills for the specific role (e.g., Excel formulas, email etiquette, data entry speed)
A computer or laptop with the relevant software installed (e.g., Microsoft Office, Google Workspace, or industry-specific tools)
A quiet, distraction-free testing environment
A timed test or task list with clear instructions
A scoring rubric or checklist to evaluate performance objectively
Access to a screen-recording tool (optional, for later review)
A backup plan in case of technical issues (e.g., a second device or a paper-based alternative)

Step-by-Step

Identify the critical skills. Review the job description and list the top 3–5 computer competencies that are non-negotiable. For example, a data analyst role might require advanced Excel (VLOOKUP, pivot tables), while a customer service role might need fast, accurate typing and familiarity with CRM software.
Choose the test format. Decide between a live practical test (candidate performs tasks while you watch), a timed online assessment (using tools like Indeed Assessments or Criteria), or a take-home project. For most roles, a live test with real software is most reliable.
Create realistic tasks. Design tasks that mirror actual job duties. For example, give a spreadsheet with raw sales data and ask the candidate to create a pivot table showing total sales by region. Use sample data that is not confidential.
Set a time limit. Allocate enough time for each task—typically 5–15 minutes per task. For a typing test, 1–3 minutes is sufficient. Make sure the time limit is stated clearly before the test begins.
Prepare the test environment. Ensure all software is installed and working, and that the candidate has the necessary login credentials (if any). Disable any pop-up blockers or notifications that could interfere.
Explain the test to the candidate. Before starting, briefly describe what they will do, how long it takes, and that the test is to evaluate their practical skills. Answer any clarifying questions, but do not give away answers.
Administer the test. Give the candidate the test instructions (written or verbal) and start the timer. Observe without hovering—allow them to work independently. If they get stuck, note it but do not help unless the test is meant to assess problem-solving with minimal guidance.
Evaluate using a rubric. Score each task based on accuracy, speed, and technique. For example, in Excel, check if the formula is correct, if the formatting is appropriate, and if they used the most efficient method. Use a scale (e.g., 1–5) for each criterion.
Follow up with questions. After the test, ask the candidate to explain their approach. This reveals their thought process and confirms that they actually understand what they did. For instance, “Why did you use a VLOOKUP instead of an INDEX/MATCH?”
Document results. Record the scores and any qualitative observations (e.g., “took 10 minutes but got correct answer,” “used keyboard shortcuts effectively”). This documentation helps compare candidates fairly.

Common Mistakes

Testing irrelevant skills. Asking a graphic designer to take a typing test wastes time. Focus only on skills that are essential for the job.
Making the test too easy or too hard. A test that everyone passes or everyone fails gives you no useful information. Pilot the test with a current employee to calibrate difficulty.
Not providing clear instructions. Vague tasks like “create a chart” can lead to confusion. Specify the exact data range, chart type, and desired output.
Ignoring soft skills. While testing technical ability, also observe how the candidate handles frustration or asks for help—this matters for team fit.
Using a single test for all roles. A one-size-fits-all approach fails to capture the nuances of different positions. Customize the test for each job.
Not verifying the test actually works. If the test has a bug or missing file, the candidate’s performance will be unfairly affected. Always test the test beforehand.

Tips

Use a combination of methods. A short multiple-choice quiz on theory (e.g., “What does a pivot table do?”) followed by a practical task gives a fuller picture.
Time the test, but be flexible. If a candidate is a bit over the time limit but the work is correct, note it but don’t automatically fail them. Speed can be improved with practice.
Watch for keyboard shortcuts. A candidate who uses Ctrl+C/V, Alt+Tab, and other shortcuts is likely more efficient than one who uses the mouse for everything.
Ask for a walkthrough. After the test, have the candidate explain what they did and why. This reinforces that they understand the process, not just memorized steps.
Consider a take-home component. For more complex skills (e.g., coding, data analysis), a take-home task with a deadline can show how the candidate works independently.
Keep the test accessible. If the candidate has a disability, provide reasonable accommodations (e.g., extra time, screen reader) to ensure a fair assessment.

Troubleshooting

The software crashes during the test. Stay calm. Restart the application and give the candidate additional time to compensate for the interruption. If the issue persists, switch to a backup computer or reschedule.
The candidate completes the test too quickly. This could mean the test was too easy. In the follow-up interview, ask more advanced questions to probe their depth of knowledge.
The candidate cannot even start. If they are completely lost, it might be due to nerves or lack of basic skills. Give them a moment to read the instructions again, and if they still cannot proceed, it may be a genuine skill gap.
The test results are ambiguous. If the output is partially correct, review the rubric and decide if partial credit is appropriate. Discuss with a colleague to get a second opinion.
Technical issues with remote testing. If testing remotely, ensure the candidate has a stable internet connection and a quiet space. Use screen sharing to observe them in real time. If the connection drops, pause the test and resume when possible.
The candidate asks for help during the test. Decide in advance whether help is allowed. If not, politely say, “I’m sorry, I can’t assist during the test, but we’ll discuss your approach afterward.”

Frequently Asked Questions

How long should a computer skills test take?

For most roles, 20–45 minutes is sufficient. A typing test takes 2–3 minutes, while a complex Excel or coding task may take 30 minutes. Keep it short enough to respect the candidate’s time but long enough to assess the skills.

Should I test basic skills like Microsoft Word or email?

Only if the job requires them. For example, an administrative assistant might need strong Word and email skills, but a software developer probably does not. Focus on skills that are critical to job performance.

Can I use online tests instead of creating my own?

Yes. Pre-employment testing platforms like Indeed, Criteria, or eSkill offer pre-built tests for common skills. They save time and provide standardized scoring, but ensure the test matches your specific job requirements.

What if a candidate performs poorly on the test but has a strong resume?

This discrepancy is a red flag. It may indicate that the resume overstates their skills, or that they were nervous. Use the follow-up interview to clarify. If they cannot explain their approach, it’s likely a genuine skill gap.

How do I test skills for a remote position?

Use a video conferencing tool with screen sharing. Have the candidate share their screen while performing the tasks. You can also use online coding platforms or Google Docs for real-time collaboration. Ensure they have the necessary software installed in advance.

Is it legal to test computer skills in an interview?

Yes, as long as the test is job-related and consistent with business necessity. Avoid tests that could be discriminatory. For example, a typing test is fine for a data entry role, but not for a manager who rarely types. Always apply the test consistently to all candidates for the same role.

General steps for current mainstream versions; menus can differ by device and version. See the disclaimer or report an error.

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