Architect Test

An architect test is a great way to assess the skills and knowledge of architect applicants looking to join your organisation.

  • What is an architect test?

    The role of an architect is to create designs for construction projects, redevelopments and alterations to homes and commercial buildings.

    Using construction knowledge, software skills and high-level drawing abilities, architects design buildings that are safe, sustainable, functional and visually pleasing. An architect test helps assess many of these essential skills, allowing the recruiter to shortlist candidates using bias-free data-driven test scores.

    Questions an architecture test might contain include topics such as:

    • Architectural history
    • Building envelopes and wall assemblies
    • Building materials
    • Codes and regulations
    • Construction and fabrication
    • Digital mapping and visualizations
    • Architectural principles
    • Construction principles

    The test provides insight into the core skills of an architect and automatically compares this data with other candidates, allowing you to make bias-free shortlisting decisions.

About the Architect Test

The architect test helps recruiters test for skills that are difficult to assess just from a resume or portfolio of work. A test might include questions about design, building and construction, as well as analytical thinking. A good architect requires such skills to design and alter buildings effectively.

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  • Why should you use an architect test for recruiting?

    Traditional methods of recruiting do not work well when it comes to hiring architects, as they do not test for the essential knowledge and skills required. Architect tests help assess skills like design principles, knowledge of building and construction, verbal communication, problem-solving, spatial reasoning, attention to detail and reasoning skills.

    Although resumes and portfolios of work can be a useful way to show the experience of an architect, it's difficult to tell how much contribution an individual had to a project, as architects often work in teams. This is why a skill test can be critical during the pre-screening stages of the recruitment process.

    Recruiters will find this test has many benefits: for example, the data from the test scores can be used to compare other candidates who have applied for the same role. It also helps remove hiring bias from the early stages of the recruitment process, allowing you to select people based on skill above all else.

    The architect test would be suitable for the following job roles:

    • Residential Architect
    • Commercial Architect
    • Landscape Architect
    • Interior Design Architect
    • Industrial Architect
    • Project manager
    • Designer
Picked Sample Report

View a sample report

Results for the Architect 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.

How our test assesses architect skills

Candidates will need to answer a range of questions that measure industry-specific technical skills where applicable (e.g. Microsoft PowerPoint), soft skills (e.g. time management), aptitude (e.g. spatial awareness) and relevant personality dimensions (e.g. creativity). The results present a holistic view of how well suited each candidate is for the job at hand, using a data-driven approach.

The format varies by type of question, including multiple-choice for aptitude and technical skills, situational judgement for soft skills and agreement on a Likert scale for the personality dimensions. This approach ensures candidates are being assessed in an accurate and fair manner, and that results reflect the true underlying qualities of each candidate.

The characteristics, abilities and knowledge necessary to be an architect were identified using the US Department of Labor's comprehensive O*NET database. O*NET is the leading source of occupational information that is constantly updated by collecting data from employees in specific job roles.

During the development process, test questions were rigorously analysed to maximise reliability and validity in line with industry best practices. They were created by our team of I/O psychologists and psychometricians – who collaborated with subject-matter-experts – and field-tested with a representative sample of job applicants who have varying 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 candidate has a fair chance of demonstrating their true level of expertise.

Our architect test is monitored to ensure it is up-to-date and optimised for performance.


Predictor of job success

Picked 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).


Access real assessments

Instant access to our full testing suite.

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    Fully accredited

    All our Architect tests are written by accredited psychologists and fully validated.

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    For all levels

    We offer Architect tests for all levels so you can assess all roles within your organisation.


Energize selection process

Streamline hiring with our out-of-the-box tools.

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    Smart automations

    Automated actions such as alerts and reminders ensure a smooth candidate experience.

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    Instant results

    Receive candidate results in real-time so you can make decisions in hours, not days.


Make better hires

Improve hiring with bias-free, data-driven decisions.

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    Analytics dashboard

    Our full array of candidate performance metrics will provide actionable data on each of your candidates.

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    Candidate comparison

    Simple, easy-to-use candidate comparison reports mean you don’t need to be a psychologist to interpret them.

“We used Picked as part of our Finance Graduate Scheme recruitment and it was just what we needed – really simple to send candidates the link to complete and clear to see how they all compared. And great value for money!”
Christina, HR Director, Cancer Research, UK
Christina, HR Director, Cancer Research, UK
Architect Test expert

Written by an Architect Test expert

Our team of assessment experts is made up of I/O psychologists and psychometricians who are dedicated to making all of our tests as reliable, valid and fair as possible. They strictly adhere to best practices in the industry and stay on top of the latest innovations to ensure job candidates’ unique profiles of characteristics, abilities and knowledge are being measured accurately while minimising bias. They leverage decades of research and advanced predictive analytics to build assessments that link to outcomes that matter, such as job performance, turnover, engagement, culture fit and more.

“Personality profiling allowed us to perform lookalike modelling of our most successful employees and use this as a blueprint for new hires.”
Nick, HR Operations, Airbus, Spain
Nick, HR Operations, Airbus, Spain


What other tests are useful to recruit an architect?

Software skills tests, situational judgement tests, personality tests, error checking tests, verbal reasoning tests and logical reasoning tests are useful to test an architect during the pre-employment stages of hiring.

When in the application process is it best to use an architect test?

An architect test is best used during the early hiring stages of recruitment, also known as the pre-employment or pre-screening stages.

What is the cost for Picked’s architect test?

Picked operates on a monthly or annual subscription basis. We have several plans to suit your hiring needs, which you can check out here. Alternatively, you can get in touch with us to discuss a custom plan.

Can I get a free trial?

Yes, simply sign up (no credit card is required) and we'll give you unlimited access for seven days. Create as many jobs and test as many candidates as you want; you won't be charged a penny.

“Focusing on data reduced the subjective decision making from our hiring process and allowed us to reduce bias and make better hiring decisions.”
Izzie, Head of HR, iZettle, Sweden
Izzie, Head of HR, iZettle, Sweden

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