Structural Engineer Test

Structural engineer tests help employers assess whether a candidate has the relevant skills and expertise to be a successful structural engineer.

  • What is a structural engineer test?

    A structural engineer test evaluates whether a candidate possesses the necessary skills and competencies to perform the job functions of a structural engineer.

    Often used in the early stages of recruitment, the structural engineer test consists of a series of multiple-choice questions that are designed to assess candidates on several areas such as numerical and data interpretation ability, problem-solving skills, and ability to communicate.

    This helps hiring teams decide who are the most suitable candidates and who, as a result, should be shortlisted.

    A candidate who performs highly on this test demonstrates they may be able to effectively analyse data to solve problems, use critical thinking and reasoning skills, and communicate ideas clearly.

About the Structural Engineer Test

Often considered a subdiscipline of civil engineering, structural engineers design, plan, and oversee the construction of structures such as buildings, bridges, or oil rigs. Structural engineers work closely with architects – and other teams of engineers – to ensure structures are safe and can withstand the stresses caused by environmental conditions and human use.

The structural engineer test assesses a candidate on several key requisite skills and competencies, as well as fundamental structural engineering knowledge. This allows you to determine the candidates who are most likely to excel.

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  • Why should you use a structural engineer test for recruiting?

    Hiring teams can have a hard time distinguishing between candidates, particularly for a role like a structural engineer, which is likely to have many highly qualified and experienced candidates.

    This problem can be addressed by using a structural engineer test in the early stages of recruitment. This allows you to easily assess your talent pool, so you can identify and select only the most suitable candidates to be shortlisted.

    The test highlights a candidate's level of proficiency in key areas required to be an effective structural engineer, such as their problem-solving skills, attention to detail, and verbal communication skills, whilst also assessing their fundamental structural engineering knowledge.

    You can then compare your candidates based on their test scores, with top performers being advanced to the next stage in the hiring process and those who did not meet the required level excluded.

    Job roles for which a structural engineer test may be useful include:

    • Structural Analysis Engineer
    • Forensic Structural Engineer
    • Civil and Structural Engineer
    • Principal Structural Engineer
Picked Sample Report

View a sample report

Results for the Structural Engineer 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 structural engineering skills

Candidates will need to answer a range of questions that measure industry-specific technical skills where applicable, soft skills (e.g. teamwork), aptitude (e.g. numerical reasoning) and relevant personality dimensions (e.g. detail orientation). 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 structural engineer 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 structural engineer 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 Structural Engineer tests are written by accredited psychologists and fully validated.

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    For all levels

    We offer Structural Engineer 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
Structural Engineer Test expert

Written by a Structural Engineer 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

Is the structural engineer test hard?

The structural engineer test is nothing like as hard as the professional exams a structural engineer must pass to become qualified. Instead, the test assesses candidates on the essential skills and competencies you would expect a structural engineer to possess to perform their job effectively.

What are the key skills needed for a structural engineer?

The key skills required for a structural engineering position include:

  • Communication skills
  • Attention to detail
  • Mathematical ability
  • Analytical and critical thinking
  • Team-working skills
  • Problem-solving
What is the cost for Picked's structural engineer 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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