Java

Backend Frameworks

About this test

The Kandio Method

Kandio’s assessment tests let you assess the candidates, employees, agencies or freelancers you have concerning any Java task you might have.

Remember that Kandio offers guidelines on which programmers to proceed with, and which ones to discard. Kandio will give you reliable directions about things programmers should know about, but a programmer can be excellent, even if he does not know about all of these things.

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

The test and how it’s structured

Our Java pre-assessment test contains 20 challenging questions. It’s built around common areas such as Object-Oriented Programming (OOP), Data Structures and Algorithms and Garbage Collection among others.

This test will make you able to recognize the sharpest developers in your stack; hence all candidates would be required to pinpoint flaws and problems within existing code, as well as completing unfinished programs.

 

Language(s)

English


Questions

23


Maximum completion time

36 minutes


Chapter(s) 6
  • Strings
  • Threading
  • Generics
  • Data Structures and Algorithms
  • Java Basics
  • Object-Oriented Programming
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Made by one of the leading experts

Knowledge is my passion and I am in the business of spreading it. Kandio gives me another opportunity to evolve my knowledge while helping businesses recruit better Java specialists.

Rahul Shetty

Rahul Shetty

Founder of QAClick Academy
Best-selling Java instructor on Udemy
Author of our Java Test

Rahul Shetty

My name is Rahul Shetty and as one of the most successful teachers, I take pride in transforming students to experts. More than that, I have an eye for distinguishing the experts from a crowd.

Java is one of the most used programming languages in the world. There are a lot of great programmers out there but at the same time, there are also those who can’t fit the bill. My assessment test in Kandio can help you weed through the crowd of candidates and select the best that stands out. 

My Experience

More than half of my career, I’ve worked with Microsoft and worked my way up to gain knowledge and experience. Today, I am proud to have found the intersection between my passion and profession, and it’s teaching.

My Achievements

My passion for teaching helps me to strive to become a better teacher. And for me, I become a better teacher if I can share more knowledge to more people. That’s why I strive to create more online courses to reach more students.

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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.

Long answer:

All our tests have different questions which change from recruitment round to recruitment round. The reason for this is that we want to avoid candidates to be able to pre-know the questions ahead of time.

However, once you lock a recruitment round in, the questions will lock in as well for all candidates going through your round, so that they are equally assessed.
How can the exam score help me to make a better hiring decision?
Overall you should keep 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 solid candidates, and invite them for an interview before your competitor does.

The difficulty of our tests are high in general and are meant to find the weak links. 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
- 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 dictation of which candidate to employ.
Why Kandio over other tests? And why not a free-writing test?
All Kandio exams have a multiple choice approach along with a difficult scenario 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.

With us, you’re buying the access to a solid set of exams with a well-functioning reporting section to make your life easier. You’re not buying any AI that will base results on any big data.
How difficult are the tests Kandio offers my candidates?
All our tests are authored with a high difficulty in mind. 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 a less qualified role.
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. It’s only very rare that we see any candidate getting everything correct on our exams.

If you are trying to fill a very senior role, you would probably want him to score above 70% in Kandio. If you’re looking for a more junior role, you could probably settle with 50%-70%

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 30% unless you have clear indications towards him from other factors of decision making.