Only industry experts author ReviewNet Q-Sets. Our authors go through a rigorous selection process. Individuals that author our sessions are often published in their field of expertise. You can view profiles of some of our authors in our Author Gallery on our website at: http://www.reviewnet.net/MeetTheExperts.cfm.

ReviewNet questions are specifically designed to assess a candidate's experience working with a particular topic. Most ReviewNet questions address "real world" situations and are scenario based to evaluate applied skills and knowledge, not just book learning. ReviewNet questions are designed to predict on the job performance.

It depends on how many questions are in the session. It can take candidates anywhere from 30 seconds to 2 minutes per question. You can view Q-Set averages along with a candidate's session results.

ReviewNet constantly has Q-Sets under development in new technologies. Individual questions are also "retired" or updated after they are used 1000 times or after one year. Also, the authors of the Q-Sets are given the opportunity to update the questions, have them retired, or updated by another author. Authors receive a royalty on question use, so they have incentive to update and submit new questions on the latest technologies and versions of software.

Yes! We are constantly developing new Q-Sets according to the demand of our customers. If you need a particular technology, suggest it to us and if the need is great enough, we will recruit an author and subject matter expert team to compile the content.

You can cut the amount of time you spend prescreening your candidates by setting them up with pre and post-session surveys. These surveys will help you discover important screening information about your candidates. You will be able to gather information on your candidate's job requirements and experience. You can customize the surveys to fit each job position. You can also have your candidates fill out a self-assessment to evaluate their own skills. Combining these surveys with a ReviewNet session will give you what you need to decide on which candidates you should spend your valuable time.

You can have your passwords automatically sent to you from the ReviewNet log-in page. You will find a link under the log-in boxes that says, "Forgot your password, Click Here". There you can enter your email address to have your password instantly emailed to you. Please take note that passwords are case sensitive and if the word "User" precedes a number in your login name that was emailed to you "User" is part of your login name.

If you would like to customize an assessment and combine a number of technologies in one assessment to match your position requirements you should use a FlexSpec or SmartFit position. If you are looking to evaluate a candidate on one technology you should use a Standard position and select one of our standard Q-Sets.

The number of questions in a topic presented to a candidate in a SmartFit Position varies based on how the candidate's self-rating compares to your position requirements. When you set up a FlexSpec position, you select the percentage of questions to be presented to each candidate that is scheduled for a session for that position. Use a SmartFit position when you want to have a more flexible assessment customized to your position to further validate a candidate's self-assessment of their skills. Use a FlexSpec position when you want each candidate to take a similarly weighted test customized to your position. In both the SmartFit and FlexSpec positions, a score will be given to show how closely your candidate matches your position requirements.

Most clients only use one standard position and a number of FlexSpec or SmartFit positions. Once you are familiar with the FlexSpec and SmartFit positions there really are not too many reasons why you would create a new standard position. To make the most effective use of the position types, you should have one standard position called "Open Requirement" to use for all positions that are not customized to a specific job and then as many SmartFit and FlexSpec positions as necessary to meet your specific requirements.

Yes, you can allow a candidate to pick his or her own test by contacting ReviewNet to initiate a "Self- Select" position.

A self-assessment allows you to capture a candidate's self-rating and comments about their skills. The self-assessment is presented to the candidate before the Q-Set questions. A self-assessment gives you valuable insight into what a candidate thinks are his or her technical strengths. In a SmartFit position, the questions presented to a candidate are customized based on how a candidate rates himself or herself in a self-assessment. In both SmartFit and FlexSpec positions, a JobFit score is given based on how your candidate rated him or herself compared to your position requirements.

The JobFit report type allows you to identify the importance and skill requirements of the topics in an assessment. Job Fit scores give you a comparison of a candidate's self-ratings and assessment scores to your exact position requirements and a comparison of your candidate's self-ratings with their actual performance. This information is very valuable during the interview process.

You can standardize your e-mails with each position set up in ReviewNet. When setting up a new job position, enter the message that you would like to send to either your candidates or interviewers in the comment boxes. Each time you set up a session under this position your candidate or interviewer will receive your standardized e-mail. This will save time when setting up sessions and allow for a "personalized" message to be sent to each candidate. You can also standardize an email for a position by editing the position from the Access Job positions screen.

Yes! ReviewNet can collect and store your candidate's street address, phone number, experience, occupation, certification, resume and more. This information is stored with the candidate record and is accessible through the View Users page. You can enter the candidate's information when you set up a new candidate or the ReviewNet system can collect it from the candidate for you in a pre or post-session survey.

ReviewNet allows you to capture some basic information using standard survey options such as address, resume, and years of experience. ReviewNet also offers a standard pre and post-test survey questionnaire that collects the candidate's answers to some basic recruiting questions. If you would like to create your own set of questions to be presented to the candidate before they answer the test, contact our Customer Care team at CustomerCare@reviewnet.net

You can copy one job position to another. Go to "View Positions", pick a position, and click on the "Copy to New Position" link at the bottom of the page. Everything except the position name and description is copied to a new position. This feature will save you time in setting up a new position by allowing you to use an existing position as a template.

Different companies use ReviewNet in different manners. Some companies use our QuickTests or Core Q-Sets on candidates as an initial "acid test" to see if they are inflating their resumes, and to decide which candidates to pursue. Other companies use our standard session at the end of the screening process to get a more detailed background, and make sure they are not making a miss-hire. Some companies do both. Many companies also combine using WizardHunt with ReviewNet in order to attract passive candidates to their job opportunities. Your account manager will be happy to help you design a process that works best for you and your company.

To make sure you are using the right Q-Set for particular position and candidate you should view the Q-Set details. If you would like to combine any of the Q-Sets you see on the list, create a FlexSpec or SmartFit position.

Scheduling a candidate for a ReviewNet session is quite simple. For information on using ReviewNet including creating and administering assessments, please view our ReviewNet Help page.

Select the "Access ReviewNet Sessions" option from the Main Menu. Select the appropriate position, leave the candidate name box empty and click on search. Select multiple candidates from the drop down box by holding down the "control" button on your keyboard.

Yes, if you have decided that a FlexSpec or SmartFit is not preferred for the position, you can easily set up a candidate for more than one standard ReviewNet Q-Set. You can find detailed instructions on our ReviewNet Help page. Follow the instructions for Adding a New ReviewNet Session and select as many Q-Sets from the drop down by holding the "control" button on your keyboard.

Yes! You can set a time limit for each assessment. To set a time limit for each candidate for a particular position, select the "show" button for "job positions options" and enter a time limit in the box. You can also edit or add a time limit for a candidate when scheduling a session. If you would like to make sure that your candidate has enough time to complete the session, we suggest you give your candidates at least 2 minutes per question.

If a candidate has been setup for an assessment and has not taken that assessment within 30 days of the time it was setup, the test session will automatically cancel and the inventory will be returned to your account. If it is less that 30 days since you've scheduled the test assessment and you would like to manually cancel the test session, choose "Edit Session" from the drop down menu of the session you wish to delete then click on the "Delete" button.

You can view the Q-Set coverage by looking at the Q-Set summary and Q-Set details in ReviewNet. If you would like to combine any of the Q-Sets you see on the list, create a FlexSpec or SmartFit position.

Yes! You can customize sessions to meet specific position requirements by combining and choosing ReviewNet technology topics. This is a great selling tool for consulting and staffing firms. Customizing a Q-Set can all be done with the help of ReviewNet's FlexSpec and SmartFit positions.

A Core Q-Set contains approximately 10 questions on a single topic and counts as ½ an inventory unit. Core Q-Sets were specifically designed by our Subject Matter Expert team to effectively assess a candidate's skill on a single topic with the least amount of questions. A QuickTest contains approximately 20 questions on a single topic and counts as ½ an inventory unit. A Standard Q-Set contains approximately 40 questions on multiple topics related to a technology. A Standard Q-Set counts as one inventory unit. The results that you receive from a Standard Q-Set are much more detailed than the results from a Core or QuickTest. Standard Q-Sets give candidate results on each of the topics contained within the Q-Set for a very detailed assessment of your candidate's skills.

Master Skill Inventory Q-Sets are specifically designed for SmartFit and FlexSpec use. They contain a topic on just about every technology in the ReviewNet knowledgebase. You will find that there are several different Master Skill Inventory Q-Sets available to you, one contains all topics and the others contain topics specialized around a technology group like Networking or SAP. Using a Master Skill Inventory Q-Set in a FlexSpec or SmartFit will allow you to combine questions from multiple technologies into one assessment for your candidate.

Yes, there are three different types of ReviewNet Q-Sets. You can view how many inventory units are assigned to a Q-Set by viewing the Q-Set summary page. Typically, a QuickTest and a Core Q-Set count as ½ an inventory unit and a standard Q-Set counts as one inventory unit. If you create a FlexSpec or SmartFit position your inventory will be deducted ½ a unit for a session of 20 questions or less; 1 unit for a session of 21-40 questions and anything over 40 questions will count as 2 inventory units.

When you schedule a new session for a candidate the number of sessions remaining will appear in the upper right corner of the "Schedule a ReviewNet Session" page.

ReviewNet questions have multiple answer choices. For any given question there are usually five possible answers: the correct answer, a close or partial answer, and three wrong answers. The "close" or "partial" answer will often solve most of the problem but will not be the best possible way to accomplish the task. A close answer shows that the candidate has some understanding on the subject area tested but may not necessarily know the best solution to the particular problem presented.

You can use the on-line drill down process when reviewing results to interview candidates. You will be able to see the question that was asked, the answer choices and the answer rationales. You can have your candidate log back into the system and you can ask them about the questions that they have answered. Any comments you have while interviewing your candidates can be recorded in ReviewNet. Self assessments and pre/post survey reports will also be stored in ReviewNet so that you can refer to it as many times as needed.

You can use the on-line drill down process when reviewing results to interview candidates. You will be able to see the question that was asked, the answer choices and the answer rationales. You can have your candidate log back into the system and you can ask them about the questions that they have answered. Any comments you have while interviewing your candidates can be recorded in ReviewNet. Self assessments and pre/post survey reports will also be stored in ReviewNet so that you can refer to it as many times as needed.

ReviewNet is virtually cheat proof. The questions are randomly switched based on category and level so two candidates will never get the exact same session. We can also track the time it took to answer the entire session, and each question to see if they might have had help. Finally, there is "remote verification" in which you can conduct a follow-up screen to make sure it was indeed that candidate taking the session.

It is almost impossible for a candidate to get the same session twice. ReviewNet offers a library of Q-Sets and a database of over 10,000 questions. Questions within each session are swappable and question order is randomized in each administration so a candidate will never take the exact assessment twice.

When setting up a session or position you can choose what sections you would like to include in the email results. You can choose to include topic scores, question scores, candidate information, topic strengths and more.

Yes! ReviewNet understands that many people are involved in the hiring decision. Just choose the "Email Results" option from the drop down menu of the session you would like to email.

Results are emailed to you and also available to you on the Internet immediately after the candidate has completed the session.

Select the view users link from the Main Menu. Enter the candidate's last name and click on search. Select the edit button next to the candidate's name. Check the "Send User Name and Password Email to User" box and click on submit. This will resend the User Name and Password to the candidate. Also, the candidate can request their password from the login page on ReviewNet. Feel free to direct the candidate to enter their email address to have their password sent to them.

Tell the candidate the reason you want them to participate is so that you know exactly what position will be the best fit for them - which will best use their skills and may equal HIGHER PAY. Let the candidate know that it gives them an idea of the technology and skills that are needed for the job - so they don't make a bad choice either. You may also choose to let the candidate know that any weak areas will not be held against him or her, but rather used as focus areas for training.

Your candidate can log back on, using the same user name and password, and continue the assessment as long as it was within 12 hours from when the candidate started the assessment. If the candidate does not complete their session within 12 hours, a new session will need to be scheduled.

Sometimes candidates do not click the "FINISH" link when they have completed an assessment. An automatic process will end any session not completed within 12 hours, and will email the results. The session evaluation will contain a notice stating that the session was completed automatically. You can view the candidate's results on-line at any time.

Select "View Users" from the Main Menu. Enter the candidate's Last Name and click on Search. Click the edit button next to the candidate's name. Correct the candidate's email address; check the "Send User Name and Password Email to User" box and click on submit. This will resend the User Name and Password to the correct email address.

ReviewNet does not recommend that you share results with the candidate, but if you decide to share the results, make sure that you review them fist. You can send your candidate's test scores to them once they have completed their session. Select the "Access ReviewNet Sessions" from the Main Menu, enter your search criteria and click on Search. Click on the "Email Results" option from the drop down box. From here you can enter your candidate's e-mail address and send them either a detailed or summary report of their results.