Trying to evaluate digital skills during hiring is harder than ever. Resumé inflation. AI-fabricated cover letters. Outsourced portfolios. Social media humblebragging. You name it. It’s trickier by the day to distinguish skill from con.
How can you know whether candidates — consultants, freelancers or employees — can do the job you’re hiring them for?
Gatekeeper's standardized assessments are hand-crafted by experts to quickly determine whether a candidate has the problem-solving competences for the role you're hiring them for.
They're also easy to order, affordable and quick to complete.
This allows you to compare candidates early in the hiring process and quickly eliminate those who aren't up to the task.
Simple, easy pricing: pay per assessment, no up-front or recurring costs.
Currently, we offer assessments in digital marketing, data and analytics. These are roles that are highly typical, but often reside within business teams. Consequently, they are typically filled by consultants, agencies and freelancers. If you got an idea for an assessment, slide a message into info@gatekeeper.digital.
Creating an account with Gatekeeper is entirely free. We don't do subscriptions. As a matter of fact, we hate supscriptions. You pay on a per-assessment basis.
We use various technologies to track how a candidate behaves in their browser. We know if they open other tabs, if they try to copy test, if they minimize their window, etc. Oh, and they need to have their webcam on during an assessment. We take snapshots, including when multiple faces are detected.
...we remove their pictures after seven days.
Gatekeeper is an excellent pre-screening tool. It's cheap and can easily be completed by multiple candidates before inviting them to an interview.
You can then also use the results to inform the interview process. Outside of hiring, Gatekeeper’s also great for keeping track of your team’s competence levels, such as before and after training.
Gatekeeper's assessment results are grouped per competence.
This means that they guide organizations for planning training, and further career development. They're also be topics for conversation during the interview.
We group questions per competence so you can quickly interpret candidates’ strengths and weaknesses.
Once we’ve gathered enough data, you’ll also be able to see how they compare to the rest of the market.
All questions are part of a competence. These competences are formulated in such a way that they are easily understandable.
Gatekeeper assessments are difficult. A good candidate will score exceptionally well on one or more competences. Candidates rarely excel at all competences. Further training is usually needed to turn a good candidate into a rockstar.
For digital management roles: yes. Use Gatekeeper to test candidates’ digital competences and use talent and assessment company to verify their interpersonal skills and personalities.
For other digital workers, there’s no harm in testing the interpersonal skills and personalities of your final shortlist of candidates—if you can afford to do it for such mobile talent.
Candidates hate doing the same assessments over and over for different companies. That’s why we charge more if you want to prevent other organizations from seeing the results you paid for.
We prefer the cheaper option because we believe everyone wins in the long run. Candidates a better experience, and that benefits you too since the best ones are least likely to jump through hoops for you. If another organization opted for this option before, you also get your results immediately and pay the lower fee.