Process Server Test

Process server tests help employers identify whether a candidate possesses the necessary skills and competencies to be an effective process server.

  • What is a process server test?

    A process server test is designed to help hiring teams assess candidates on the relevant skills and aptitudes for the role. The test is commonly used in the early stages of the recruitment process, typically after an application submission but before any formal interviews have been conducted.

    Consisting of a mix of carefully selected multiple choice and Likert scale questions, the test is designed to highlight those candidates who have the potential to succeed in the role and those that lack the desired level of skills and competencies. This ensures that only the most suitable candidates are shortlisted for the next round of the recruitment process.

    A candidate who scores highly on the test has demonstrated strengths in several core areas required for the role, including patience, communication skills, and organisation.

About the Process Server Test

A process server's role is to hand-deliver official court and legal documents (such as subpoenas, summons and complaints) to a defendant or someone involved in a court case. The job is a lot more than just handling a set of documents to another person, requiring key skills such as effective communication, attention to detail, and patience.

The process server test evaluates candidates against these essential skills and characteristics that are required to carry out their duties successfully. This helps hiring teams identify a candidate's job readiness, and determine who to take through to the next stage of the recruitment process.

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  • Why should you use a process server test for recruiting?

    When hiring a new process server, you want to be sure that you are choosing the most suitable candidate for the position based on the skills and characteristics required for the role. However, using CVs and application forms alone can make identifying the most suitable individual challenging and lengthy, particularly if you receive a high number of candidates with a similar level of experience and qualifications.

    Using a process server skills test can greatly assist in the shortlisting process, as it provides hiring teams with more detailed and insightful information than traditional methods. All candidates are given the same standardised test, ensuring their skills and abilities can be compared on a like-for-like basis.

    The test results can be used alongside insight gathered from other stages of the recruitment process to help you whittle down your talent pool to only the most capable candidates.

    This creates a more streamlined selection process, saving time and money whilst reducing the amount of workload on your recruitment team.

Picked Sample Report

View a sample report

Results for the Process Server 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 process server skills

Candidates will need to answer a range of questions that measure industry-specific soft skills where applicable (e.g. accountability), aptitude (e.g. verbal reasoning) and relevant personality dimensions (e.g. patience). 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 process server 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 process server 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).


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Instant access to our full testing suite.

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    Fully accredited

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

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    For all levels

    We offer Process Server 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
Process Server Test expert

Written by a Process Server 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 skills does a process server need?

Important skills for a process server include:

  • Strong communication and interpersonal skills
  • Organisation
  • Acute attention to detail
  • Patience
  • Adaptability
  • Persuasion
Is the process server test hard?

The content in the process server test is designed to highlight those who are suitable for the position, testing several essential skills such as time management, attention to detail, and written and verbal communication skills. A candidate with the necessary skills and abilities should not find the test overly challenging.

What is the cost for Picked's process server 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 7 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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