Screen Candidates using Online Tests. Interview only candidates with proven skills necessary for a Business Consultant profile

Sample Test
Arithmetic Aptitude

Interested in hiring candidates for a Business Consultant Profile?

  • Suppose you are interested in hiring candidates for a Business Consultant role. You post Job Descriptions on various online job portals and also partner with Candidate Sourcing Vendors. As a result, you end up with a pool of candidates interested in your job opening
  • What you have: 250 CVs from interested candidates.
  • What you don’t have: The time or the resources to conduct 250 interviews.
  • CV based filtering is extremely ad-hoc and often results in errors.
    • Candidates with in-depth knowledge on Mobile App Development can be ignored because their academics are not good or their CV is not well formatted
    • Candidates with good grades and neat CVs are often selected for interviews, even though they don’t have the relevant Software Technical Skills you are looking for.
  • Pouring over CVs from hundreds of candidates is also a painful,time-consuming activity

Our Recruitment Testing Philosophy

Our Recruitment Testing Philosophy is simple: “Align the recruitment tests for a role with the actual duties that a candidate must fulfill on a daily basis, if hired for that role.”

We believe that this alignment will help Recruiters maximize their Interview Hit Rate and reduce Cost per Hire

Logical Reasoning
Data Interpretation And Analytical Skills

Our Recommendation:

Ask all interested candidates to take the Business Consultant Screening Test hosted by CodeGround Recruitment Testing Platform. [Link to Sample test]

  • You can ask MCQs on Aptitude, Data Interpretation and English
  • You can also ask MCQs on the specific domain/ industry that you are recruiting for
  • You can ask the candidate to verbally record his/ her answer for personal interview questions, such as, “Describe how your past experience is relevant for this role,” “What are your strengths and weaknesses,” “Where do you see yourself 5 years from now.” Such questions also evaluate the candidate’s spoken English Skills
  • You can present scenarios or Group Discussion cases and ask the candidate to verbally record their answer to such questions.
  • You can give Consulting Case Studies and ask candidates to upload a PPT with their solutions (see illustration)

Greater Test participation

Candidates can take tests from the comfort of their homes, resulting in greater test participation

CodeGround has tie-ups with hundreds of Engineering Campuses across India.We will forward test links for job openings to Campus Placement Authorities who will circulate it among student body, ensuring high test participation

CodeGround Online Tests are auto-evaluated resulting in significant cost savings

Illustration – Lorenzo & Texas Air

Frank Lorenzo battled to keep his airline safe in the air and financially viable. Lorenzo faced intense competition on most route systems and severe problems with Eastern's strong unions and poor image. Texas Air typified the upheaval and change that can occur in a firm as it battles to meet new challenges. The now defunct Texas Air formed as a result of Frank Lorenzo taking a fairly small airline, Texas International, to the big time through a series of aggressive mergers and acquisitions during the mid-1980's. Lorenzo acquired Continental, Peoples Express, Eastern and Jet Capital Corporation (a holding company) as a result of a deregulated environment for air transport. Fares and routes were deregulated and thrown open to competition. the result was drastic cuts in air fares, increases in air-passenger traffic and routes, intense competition among carriers, and the creation of many new airlines. In addition, large airlines have attempted to become larger in the marketplace in order to have the power to acquire terminal gates, agreements with travel agents, and stronger promotion. Aggressive promotion techniques, such as frequent flyer programs, have proliferated throughout the industry.

Effect on Human Resources The environmental changes have had a profound effect on HRM in the industry. The key to survival has been to cut costs, and HR costs were primary targets for cutting. Union were busted where possible. For example, in 1983, Lorenzo placed Continental, his flagship carrier at the time, into bankruptcy, thus abrogating union contracts. He also adopted a two tier wage system where employees hired after a specified date were paid significantly less on a job than those already holding the job. Flexibility also was a key watch-word. Flexible assignment of employees to jobs, which was pioneered by Peoples Express, was adopted wholeheartedly by Texas Air. Baggage handlers collected tickets and vice versa, for example. Lorenzo was not as successful, however, with Easter Air. Safety, Image and labor problems plagued the career until its death. Finally, Texas Air, like all other airlines tried to increase the productivity of its human resources by attempting to get more work and more hours of workout of each employee at little increase, if any in salary. Pilots and flight attendants flew dangerously close or even exceeded maximum federal flight time standards. Maintenance employees rushed jobs and cut corners to save time, raising questions of safety.

A New Ball Game: Deregulation and the resultant intense competition completely changed the legal and competitive environment for air carriers. This provided a tremendous opportunity for aggressive companies such as Texas Air. It also causes a massive changes in the way human resources were treated in the industry. Delta and Piedmont, carrier with no unions, adjusted easily. Texas Air, with unions at continental and Easter, had a more difficult time. Established work patterns and employment relationships changed slowly. Often, the environment changes faster than a firm's ability to change human resource policy and practice. Sometimes it takes an aggressive CEO such as Lorenzo to be a catalyst for changes in HR strategy, even though such changes are likely to cause uncertainty and bitterness among some employees.

  • What parts of the external environment changes the most of Texas Air? How did they change?
  • Lorenzo had a reputation at Texas Air for being ruthless with employees in order to cut costs. When is such harsh treatment justified? Do you feel it was justified in the Texas Air case, given the change in the external environment for air transport? Justify your answer.
  • How do you judge whether Texas Air's HR policies under De-Regulation were effective? What criteria would you use and Why?
  • Do you agree that it takes an aggressive CEO such as Lorenzo to bring about real change in a firm's HR policy or could this be done by the firm's HR unit? Explain.
Question Pooling

Improve your Interview Hit Rate

Interview only the candidates who have:

  • Demonstrated Interest in your Job Opening by taking the online test
  • Demonstrated Competence by doing well in that test


The platform provides capabilities to conduct all online assessments in a fair manner.

Webcam Monitoring prevents cheating and impersonation

WebCam Monitoring

The candidate is monitored via webcam to ensure that there is no impersonation and that the candidate does not communicate with others in person or using mobile during the test.

Window Proctoring

The test window is proctored. If the candidate navigates away from the test window (for instance, to use google search), multiple warnings are given. If the warnings are ignored, the test is ended immediately and a red flag is raised in the report.

Window Proctoring locks the test window and prevents candidates from switching to other browsers (chat, search etc) during tests
Copy Detection is applicable for coding submissions. We ensure that code submissions from two different candidates are not very similar

Copy Detection

When code submissions by any two candidates are too similar (>85% similarity), a red flag is raised indicating possible code plagiarism.

Random Pooling

Each candidate taking the test can be given a smaller set of questions that are randomly selected from a large pool of questions.

Questions for each candidate are randomly selected from a large pool of questions