If you are hiring for a role in statistical development, you might want to hire someone with a knowledge of R. This programming language and environment has been designed for research, and the R test can be used to find candidates who are skilled in applying it.
The R test is a pre-employment assessment that has been created to put potential R programmers through their paces, allowing them the opportunity to demonstrate that they not only have a deep knowledge and understanding of the principles of R, but that they are also skilled enough to be able to apply their knowledge in the workplace.
The test is multiple-choice and covers the basics of the language and the environment, including questions about different statistical and graphical techniques that are commonly used in research. The candidate accesses the assessment online and completes it in their own time, and their results are immediately available for the recruitment team.
Tests like this are becoming more commonly used in recruitment because they are simple screening tools that provide data on every candidate, so that the hiring team can see at a glance which candidates have the skills, knowledge and ability to be successful in the role.
Although the R language is similar to the S language, some of the applications are different - R is all about using different statistical and graphical techniques. It is made for data manipulation and displaying results graphically, which means that an R programmer needs to be able to demonstrate that they are capable of using all the features - which is why a test like the R test would be useful to gauge their competence.
When hiring for an R programmer or developer, certain qualifications might form part of the essential criteria screened for in the initial paper sift - usually something like a degree or postgraduate certification in programming or computer science.
However, qualifications and experience don't always tell the whole story, and with popular roles, you could end up with dozens of similarly qualified candidates who might be suitable for the role - and that is too many to take through to the interview stage.
Adding the R test to the recruitment funnel is another way to screen, and because it is simple to administer, the hiring team can send a link to a large number of candidates and just wait for the results to come in. The applicants who do not meet the benchmark score can be filtered out, and the remaining candidates will be the ones who have demonstrated that they have what it takes to be successful.
In the R test, candidates will need to show that they understand the different modeling techniques, classification, and clustering, and that they are capable of using the operators and tools to manipulate and graphically represent data.
Every candidate is asked similar questions in the assessment, which means that their score is unbiased and quantifiable data - perfect for choosing the most competent and qualified candidates to take forward to the interview stage.
This added step in the recruitment process reduces the cost per hire, the time taken in screening, and increases the quality of candidates to interview - which are all important things to consider when you want to make hiring faster and more efficient.
Results for the R Test along with other assessments the candidate takes will be compiled to produce a candidate report.
The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.
In Neuroworx’s R test, candidates will need to answer a range of questions targeting an intermediate level of proficiency, from demonstrating knowledge about the programming language to interpreting code to solve common issues.
The test is designed to indicate how well a candidate understands R based on a final test score, which can then be compared to the scores of other applicants.
The multiple-choice questions consist of one correct answer and two to four distractors. The distractors are mostly generic mistakes or misconceptions, which makes the test challenging and helps measure a candidate’s proficiency more accurately.
During the development process, the test was rigorously analyzed to maximize reliability and validity in line with industry best practices. It was created and tested by programmers and psychometric experts, and field-tested with a representative sample of job applicants who have varying R experience, just like you might find in a talent pool.
Each test is reviewed by a panel of individuals representing diverse backgrounds to check for any sensitivity, fairness, face validity and accessibility issues. This ensures each programmer has a fair chance of demonstrating their true level of R proficiency and feels the test is of high quality.
Our programming tests are monitored to ensure they are up-to-date and optimized for performance.
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Neuroworx provides evidence-based recommendations for tests to use for over 750 jobs. Our recommendation engine leverages data from the Occupational Information Network (O*NET) developed by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA).
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Origins
R is a language and environment that has been developed for research and statistical analysis, providing tools and techniques to not only manipulate data and make calculations, but also to graphically display results in a simple and straightforward way.
According to the Popularity of Programming Language Index, R is the seventh most popular programming language - which is based on Google search activity for tutorials. It is used in all types of database work and in backend and frontend development, too.
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