PPC Test

PPC tests are designed to help employers identify candidates with the core skills necessary to work as a PPC specialist.

  • What is a PPC test?

    PPC stands for Pay Per Click and is a marketing and advertising function that allows companies to improve their search engine or newsfeed visibility with targeted advertisements. They are then charged by the platform (eg Google, Facebook) each time their advertisement is clicked on.

    A PPC test evaluates the essential skills required from a candidate for a PPC role. This test can be used by employers in the early stages of the recruitment process, to identify candidates with the strongest aptitude at PPC marketing.

    PPC specialists are required to be adaptable, since the range of tasks they carry out is varied. Writing ad copy, using specialist tools to promote ads, designing campaign landing pages, and analyzing data are all key responsibilities. The PPC test asks a series of multiple-choice questions that are typically based on these core tasks.

    A high score on this test indicates a candidate can analyze data and reports with ease, and make suggestions on how to optimize business performance.

About the PPC Test

PPC marketing can provide a high ROI for businesses that invest in it, and is integral for companies with ambitious growth aspirations. Paid advertising specialists manage pay-per-click advertising campaigns from concept and implementation to performance analysis.

This test assesses a candidate's competency in the core skills required to perform in a PPC specialist role, ensuring the most qualified candidates are selected.

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  • Why should you use a PPC test for recruiting?

    Shortlisting candidates based on resumes alone can be challenging, due to applicants stating similar levels of skill and not being able to validate their experience. It's difficult to decipher who the strongest candidates would be in practice.

    A PPC test removes this obstacle and gives employers the ability to easily distribute skills tests to a large number of candidates. The comparative data you receive back will give insights into how suitable each candidate is, making the hiring process more efficient. Candidates that meet the requirements can be moved to the shortlist, and those that don't can be removed.

    The test will highlight candidates' proficiency and level of understanding of core PPC principles and analytic skills, as well as measuring their technical expertise, creativity, communication, and consumer understanding via multiple-choice aptitude questions.

    A PPC test could be useful for the following roles:

    • PPC Account Executive
    • PPC Account Manager
    • PPC Analyst
    • PPC Executive
    • PPC Manager
    • Digital Performance Manager
    • Online Marketing Manager
    • Digital Marketing Specialist
    • Paid Search Manager
    • Paid Search Analyst
Picked Sample Report

View a sample report

Results for the PPC 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 PPC skills

Candidates will need to answer a range of questions that measure industry-specific technical skills where applicable (e.g. Google Ads), soft skills (e.g. time management), aptitude (e.g. verbal reasoning) and relevant personality dimensions (e.g. independence). 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 a PPC specialist 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 PPC test is monitored to ensure it is up-to-date and optimised for performance.

Validated

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).

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    Fully accredited

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

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    For all levels

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

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    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
PPC Test expert

Written by a PPC 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

FAQs

What are the key skills for PPC?

The key skills required to be successful in a PPC role include:

  • Proficiency in paid advertising tools
  • Copywriting skills
  • Error checking and proofreading
  • Reasonable design skills
  • Analytical and critical thinking skills
  • Outstanding communication and relationship building
  • Commercial awareness
  • Acute attention to detail
  • Excellent problem-solver
  • Adaptable and flexible approach to work
When in the application process is it best to use a PPC test?

The test is best used at the beginning of the application process; either before creating an initial shortlist or following it to better prepare for in-person interviews. The PPC test will highlight candidates that possess the highest level of relevant skills.

What is the cost for Picked's PPC 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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