Agile Scrum Master

Product Owner

About this test

Brief test introduction

Are you looking for a Scrum Master to help your team get the most out of the Scrum framework? Whether you’re seeking a full-time or part-time Scrum Master, this test will help you assess your candidate’s knowledge of the Scrum framework. These questions will measure your candidate’s understanding of the fundamentals of the Scrum framework, as well as their ability to help your team execute when following an agile approach. After this test, you’ll have the answers you need to decide if your candidate can help your team be successful using the Scrum framework.

The Kandio Method

Kandio’s assessment tests let you assess the candidates, employees, agencies, or freelancers you have, and offers guidelines on which programmers to proceed with, and which ones to discard. Kandio will give you clear indications, so you can hire on proven candidates instead of empty talk.

How to use the test

We suggest that you use our tests before your interview process to know which ones to shortlist. The final Kandio report should be a piece of conversation with strong candidates, rather than a disqualifying process in a late-stage interview process.

Who can users use the test?

Customers

  • Customers should use this test when evaluating the skills of a mid-level Scrum Master
  • This test would work equally well for a full-time Scrum Master as well as for a part-time Scrum Master who is serving the Scrum Master role in addition to another role on the team (such as developer, tester, or designer)
  • This test is designed for teams following the Scrum framework and is not ideal for customers evaluating team members for other agile frameworks, such as Kanban

Ideal candidates for the test are

  • Scrum Masters interviewing for a full-time or part-time role with a team
  • Scrum Masters with 2-3 years of experience

Which areas (chapters) will be covered in the test, and why was it chosen that way?

Scrum Fundamentals

This chapter covers the underlying theories of the Scrum framework and how these theories relate back to Scrum.

Mid-level and above Scrum Masters should have a basic understanding of these concepts so they can best alter the practices of the Scrum framework to be successful in their unique organizations, while still preserving the underlying outcomes.

Scrum Events

This chapter covers the key events of the Scrum framework: Sprint Planning, Daily Scrum, Sprint Review, and Sprint Retrospective.

I’ve focused primarily on the desired outcomes of each event, as this should be the area of focus for a Scrum Master working with their team.

Scrum Roles

This chapter covers the 3 roles of the Scrum framework: Scrum Master, Product Owner, and Development Team.

The focus is on the responsibilities of each role as well as the interaction between the three roles. This chapter also pays particular attention to which roles are not traditionally found on a Scrum team.

Scrum Artifacts

This chapter covers the 3 artifacts produced by a team using the Scrum framework: Product Backlog, Sprint Backlog, and Increment.

The focus is on the goal of each artifact, as well as which role is primarily responsible for its creation.

Complementary Scrum Techniques

This chapter focuses on techniques often used by teams following the Scrum framework, but that is not actually part of the core Scrum framework.

Specifically, this chapter addresses User Stories and common visualization tools such as burndown charts.

Language(s)

English


Questions

24


Maximum completion time

57 minutes


Chapter(s) 5
  • Complementary Scrum Techniques
  • Scrum Artifacts
  • Scrum Roles
  • Scrum Events
  • Scrum Fundamentals
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Most recent Agile Scrum Master score
81
Agile Scrum Master
 
 
Scrum Roles
80
 
Scrum Events
67
 
Complementary Scrum Techniques
83
 
Scrum Artifacts
80
 
Scrum Fundamentals
100
Try a sample question from our Agile Scrum Master specialist
What branch of management theory is the Scrum framework based on?

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Made by one of the leading experts

As a leading voice in agile, Kandio offers me the ability to help organizations find those individuals who are the best fit for how they work.

Jeremy Jarrell

Jeremy Jarrell

Jeremy Jarrell

I’m Jeremy Jarrell, and I’m a product leader and author who helps teams get better at what they love.

I work one-on-one with Scrum Masters and Product Owners to help both them and their teams reach their full potential. I’ve also helped numerous early-stage companies develop the product visions and strategies that led to their later success.

I’m now sharing the knowledge gained from years of experience working with agile product teams to help your organization identify those individuals who will truly add value to your team, through the Kandio platform.

My Experience

With nearly 20 years of experience working with technology teams, I’ve served as a developer, Scrum Master, and Product Manager.

Throughout that time, I’ve focused on helping early-stage companies bring a game-changing product to market in an agile way.

My Achievements

Recognized as a leading voice in the agile product development community, I’ve helped almost 400,000 students experience a better way of working through online agile training.

But what matters, even more, is that I’ve worked one-on-one with an incalculable number of students, helping them become more effective as individuals, so they can help their teams realize their true potential.

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94% of all questions our support receives, can be answered in the below FAQ

I have many candidates - will they all receive the same questions for equal assessment?
Short answer:

Yes, all candidates are equally assessed, when you use Kandio.

Long answer:

All our tests have different questions that might or might not change from vacancy to vacancy.

However, once you lock a recruitment round in, the questions will lock in as well for all candidates going through your assessment, so that they are equally screened.
How can the exam score help me to make a better hiring decision?
Overall it would be best if you kept in mind that Kandio offers help with assessing your total pool of candidates. The point with this plan-of-attack is to give you a tool that will enable you to pinpoint the very underqualified candidates quickly, and promptly discard of them. As well as locating the strong candidates, and invite them for an interview before your competitor does.

The difficulty of our tests is serious in general and is meant to find the lesser qualified. So you shouldn’t disqualify a candidate at 67%, just because you have someone who’s testing 70%. Or even 85%.

Kandio is a tool you should use in addition to other means such as:

- Common sense
- Gut feeling
- Internal screening
- Other assessment tools from Mandomedio
- Experience of the candidate
- Career goals of the candidate

The reason we have priced Kandio the way we have is that it’s meant to be used alongside other decision factors, and not as a sole dictation of which candidate to employ.
Why Kandio over other tests? And why not a free-writing test?
All Kandio assessments have a difficult multiple-choice approach and a very clear and tangible scorecard at the end. We only work with objective measurements and completely disregard candidate values such as consistency in work, ability to teamwork, humanity, and care for colleagues, sociality, and the likes.

The reason for this is that in today's tech-oriented world, we often see a significant amount of different solutions to the same problem. If we offered free-write assignments, candidates would need to be assessed one by one, which obviously would be impossible at our price point.

With us, you're buying access to a robust set of exams, written by the world's best authorities, with well-functioning scorecards to make recruitment easier. And on top of that, we are using big-data to benchmark all your candidates across other similar candidates.
How difficult are the tests Kandio offers my candidates?
All our tests are authored with serious difficulty in mind. We accept only the best test authors onto our platform, and a fixed percentage of revenue goes directly to our authors to keep content updated, and authors happy.

Our goal is to weed out the least competent candidates in the most common knowledge within your desired field.

Because of this, you should keep in mind to adjust your salary expectations and level of acceptance, if you’re looking for junior roles, mid-level roles, or senior roles.
How do I adjust the level of my test to match the qualifications of the position I’m trying to fill within my company?
You don’t. Our tests are made with such difficulty in mind, that they would challenge all skill levels regardless of seniority. We almost never see any candidate getting everything correct on our exams.

If you are trying to fill a senior role, you would probably want candidates to score above 60% in Kandio. If you’re looking for a junior role, you could probably settle with 30%-50%

If you want a very junior role, that you can train along the way, you would be looking at 30%-50%.

We wouldn’t recommend considering any candidate below 20% unless you have clear indications from other factors of decision making.