SEO

Digital Marketing

About this test

The Kandio Method

Kandio’s assessment tests let you assess the candidates, employees, agencies or freelancers you have concerning any SEO tasks that 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 two parts of SEO, and how we test

You can divide search engine optimization into two main categories:

  • Off-page SEO. All the different things and strategies that resides off your actual webpage such as blog mentions, link building among others.
  • On-page SEO. Which includes the actual way to structure your website in order to have search engines to “like” it.

This test considers only On-page SEO.

So why do we do it this way?

Off-page SEO considers too many subjective opinions and strategies for an actual assessment test, and many strategies don’t offer transparent rules to obtain the actual search engine ranking.

We might include certain Off-page topics at a later point, if we find that employable candidates should know about certain Off-page strategies, thus it becoming industry standard.

A person being good in one strategy, or a certain part of Off-page SEO, doesn’t mean that he necessarily would benefit your rankings in the long run, as strategies (if misused) can be very damaging to the site’s ranking as well.

On the contrary, On-page SEO offers a very transparent and specific set of rules which are clearly documented by all search engines including Google.

If your candidate knows his way around these rules, it would be very likely that he also knows about off-page SEO as well, since one can’t function without the other.

How would you use this test?

This test has several use-cases.

  • Assess SEO agencies and their respective specialists within their field, and know about their SEO capabilities.
  • Test HTML developers’ knowledge about SEO
  • Assess possible future employees to see if you should qualify or discard them.
  • Test freelancers and other marketers. Ranking companies in the top of Google is the new black. And it can be hard to distinguish quality work from damaging strategies. This could give you a hint, if you should work with a certain person.

Which areas do we assess in this test?

  • Technical SEO
  • Links
  • Content
  • Behavior
Language(s)

English


Questions

20


Maximum completion time

40 minutes


Chapter(s) 4
  • Behavior
  • Content
  • Links
  • Technical SEO
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Most recent SEO score
4
SEO
 
 
Content
17
 
Links
0
 
Technical SEO
0
 
Behavior
0
Try a sample question from our SEO specialist
What is the most important criterion for good on-page SEO?

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Made by one of the leading experts

I’ve been in the business of search optimization for the past 20 years and I’ve never seen (or searched for) anything like what Kandio is doing.

Søren Riisager

Søren Riisager

Founder at SEMO.dk ApS
Author of our On-Page SEO test

Søren Riisager

You’ve discovered the right place. I’m Søren Riisager and I help businesses get discovered on the first page of Google with Search Engine Optimization.

SEO is not as easy as it sounds. With algorithms updating regularly, the processes and techniques change faster than you can perfect them. But it doesn’t mean that you can’t hire the perfect SEO expert to boost your rankings. I’m Søren, and I compiled two decades of experience into an On-Page skill assessment test for Kandio.

My Experience

I’ve been on the Search Engine Optimization (SEO) ride since 1997 and has never stopped ever since. With over two decades of experience in SEO, my goal has remained the same: bringing anything to the first page on Google.

  • Nov 18 - Present
    SEMO.dk ApS
    www.semo.dk
    Founder and Consultant
  • Sep 11 - Feb 19
    Ambition A/S
    ambition.dk
    COO and Partner
  • Sep 11 - Dec 16
    Webjuice.dk A/S
    webjuice.dk
    Head of SEO and Partner
  • Apr 11 - Present
    IBC Innovation factory
    kurser.ibc.dk
    Lecturer - Advanced SEO

My Achievements

Being a result based SEO specialist, I made a significant amount of tangible achievements. See a few of them here.

  • 2019
    Keynote Speaker
    Reached my 100th keynote
  • Apr 11 - Present
    IBC Innovation factory
    kurser.ibc.dk
    Lecturer - Advanced SEO
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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.