The Data Entry Audio Pre-Employment Test measures how accurately and quickly an applicant can enter information they hear, not just information they read.
Candidates listen to short audio clips, such as a customer call or a set of order details, and type what they hear into onscreen fields. The test times each response and scores speed, accuracy, and error rate the same way a live call center or transcription job would.
EmployTest sells test credits pay-per-test in blocks, so you only pay for the tests you run. No annual license and no long-term contract required, which makes it perfect for small to medium sized companies, whose hiring needs change monthly.
A data entry audio assessment test checks how well someone can turn spoken information into typed records.
The applicant listens to a recording and types what they hear into a form, the same way they would on a live call or order line.
The test grades two things at once: typing speed in keystrokes per hour, and accuracy, by comparing what the applicant typed against the audio. Listening speed and written accuracy are core requirements for these positions, so testing both together gives a more complete picture than a plain typing test.
Interviews don’t catch typing problems. A candidate can have years of call center experience and still make costly mistakes when handling real calls or orders.
The Society for Human Resource Management notes that hiring costs climb fast when a hire doesn’t work out, once you count retraining, lost productivity, and the search to replace them.
A pre-employment data entry test gives you a number instead of a guess. You see the applicant’s real speed and accuracy before hiring, not after training starts.
Every completed test generates a score report your team can review right away. Reports include:
To understand which abilities matter most in data accuracy and efficiency, learn more about key data entry skills to assess.
The data entry audio pre-hire test supports faster hiring decisions. It:
To learn more about building typing accuracy into your process, see using typing tests for hiring.
Many hiring teams run this test before scheduling interviews, not after. Only applicants who meet your speed and accuracy bar move forward to a conversation.
This saves interview time for candidates who can already do the job. It also gives interviewers something concrete to ask about, like how the candidate handled a tricky audio segment or a name they had to spell from sound alone.
This test fits any position where someone converts spoken information into written records. Good fits include:
If typing accurately while listening is part of the job, pair this test with a look at the clerical skills your team relies on day to day to confirm you’re screening for the right mix before hiring.
The test plays short audio clips that applicants listen to and type into onscreen fields. It measures gross and net typing speed, error count, and accuracy rate. Results also include a percentile ranking so you can compare each candidate against your full applicant pool.
The format mirrors real audio-to-text tasks like taking phone orders or logging customer calls, so the score reflects how a candidate performs under real working conditions, not just how fast they type from a printed page.
It works well for any position that involves converting spoken information into written records, including call center agents, customer support reps, administrative and office support staff, transcriptionists, and order processing positions. It’s also useful for staffing agencies screening candidates for high-volume placements.
A regular typing test usually measures how fast someone can copy printed text. This test adds a listening component, so it measures how well a candidate processes spoken information while typing it accurately.
The report separates gross speed from net speed, along with an accuracy rate and error count. That distinction matters, because a fast typist with a high error rate can cost you more than a slower typist who gets it right the first time.
Most hiring teams run this test early, before scheduling interviews, so interview time goes to candidates who already meet your speed and accuracy bar. You can also use it as a final check before hiring, especially for high-volume positions like call centers, where even a few points of accuracy affect daily output. Running it earlier rather than later saves your team from interviewing candidates who wouldn’t pass the job’s core requirement.
Yes. Every completed test includes a percentile ranking, so you can see how each candidate compares to your full pool of test takers, not just to each other. This makes it easier to shortlist objectively, especially when you’re screening a high volume of applicants for the same position.
Pricing is simple and flexible as your needs change. Each test completed uses one test credit. (See pricing for credits)
Yes, just visit Try for Free to provide your information and we’ll send a free sample of the test you request.
