Attention to detail (textual)

Attention to detail test: Pre-employment screening assessment to hire the best candidates

About the Attention to detail (textual) test

Noticing little things can have a big impact. From grammatical mistakes that can give the impression of unprofessionalism to mistakes in numbers and data that can cause serious errors, paying attention to detail is an important skill for every professional to have.

This attention to textual detail test evaluates candidates’ abilities to consider details by presenting them with tasks that require them to match or filter information, compare statements, and check the consistency of information. The test provides insights on candidates’ alertness by asking them to identify errors, omissions, or inconsistencies in the information presented.

Candidates who score well on this attention to detail test are able to process textual information and arrive at the correct answer without losing sight of small details that can have a big impact. If you’re looking for candidates who are thorough in their work and take careful consideration of everything before coming to a conclusion, this is the right test. This is a great test to include to check candidates' overall analytical skills.

For a similar test that uses visual elements and information to assess candidates' skills, check out our "attention to detail (visual)" test.

The test is made by a subject-matter expert

Anirban C.

The global IT industry has benefited from Anirban’s talents for over two decades. With a flawless reputation that precedes him, Anirban has earned a status as a sought-after agile project manager and consultant. He’s worked internationally as a Senior Project Manager with companies such as Ericsson, IBM, and T-Mobile.

Anirban’s love for learning helps him keep his skills sharp. He holds an MBA and a degree in engineering, is a certified Scrum Master, and has certifications in Prince2 and ITIL.

Crafted with expert knowledge

TestGorilla’s tests are created by subject-matter experts. We assess potential subject-matter experts based on their knowledge, ability, and reputation. Before being published, each test is peer-reviewed by another expert, then calibrated using hundreds of test-takers with relevant experience in the subject. Our feedback mechanisms and unique algorithms enable our subject-matter experts to constantly improve their tests.

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Recruiting for attention to detail

Recruiting for attention to detail

Attention to detail is a requirement you often see in job descriptions, and it’s an important skill to recruit for. It shows that candidates can perform their tasks with accuracy, focus, and thoroughness. When recruiting, you can give candidates an attention-to-detail test to measure their skill. The insight gained from the attention-to-detail test will help you understand how they will perform in the workplace.

Attention to detail in the workplace

As a skill, attention to detail can help employees follow complex processes or instructions while performing every step precisely. It also helps them complete tasks faster and more efficiently. Although errors happen in the workplace, some can have serious consequences. This is where attention to detail comes in, reducing or even removing some of the risks.

Roles that require high levels of accuracy include programming, editing, accounting, and data entry. In job roles such as these, even small errors can result in serious problems down the line. To avoid mistakes, employees need to work accurately and make sure to review their work.

Being meticulous, careful, and accurate will help employees meet deadlines, root out errors and manage more effectively in stressful situations. People with impressive attention to detail tend to relay information accurately and concisely, and can often be trusted to work with reduced supervision.

Common workplace errors

We know people make mistakes: it happens all the time. However, errors in the workplace can carry risks. This means that the company could face uncertainties when conducting its daily business, and these uncertainties may affect productivity and costs. We can put errors that may cause risk in two categories:

Skill-based errors: These are lapses or mistakes that occur when an employee performs a familiar task or activity. A lack of attention to detail is often one of the contributing factors to skill-based errors.

Decision-based errors: These can happen when employees make unsound decisions because they do not have enough information or knowledge. Good attention to detail can help an employee gather the correct information to make a sound decision.

What contributes to good attention to detail?

Detail-oriented people constantly aim to improve their workflow and processes to be quicker and more efficient, and to produce high-quality work. Let’s look at the factors that contribute to good attention to detail:

Time management

Being adept at accuracy and detail does not only refer to looking out for mistakes or avoiding them. It is also about individuals identifying how much time they can comfortably spend on a specific task without jeopardizing another. For you as the recruiter, good time management means that candidates can stick to deadlines and manage their schedules.

Being analytical and methodical

Regardless of the situation or task, the ability to analyze it and plot a course of action is important in most job roles. When recruiting, it may be important to learn if candidates can implement systems to guide their approach through each task.

Being observant

When someone is observant, they pay attention to things and take notice more than most people do. Observant people take in what is happening around them, but will not allow their surroundings to distract them from their task or goal.

Active listening

Active listening means ensuring complete awareness of what is said. When engaged in dialogue instead of listening passively, individuals can better understand the message, so active listening helps them acquire information and interpret it. In the workplace, this can help reduce risks.

Organizational skills

Candidates with good organizational skills are able to use resources efficiently and effectively. These resources may include energy, time, or assets. In potential employees, this means they can effectively use their organizational skills to meet deadlines and complete tasks.

An easy way to see if your candidates are detail-oriented and have sufficient skill for the role is by giving them an attention-to-detail test. Incorporating pre-screening tests in your recruitment process is an efficient way to measure all your candidates equally.

Factors of good attention to detail
Test for attention to detail

Attention-to-detail test

How do you go about recruiting for a position that requires attention to detail? As mentioned above, a good option is to use a science-backed assessment. Although an attention-to-detail exercise can help your recruitment process, an attention-to-detail test can give you deeper insights into candidates’ skills. And as a part of a pre-employment screening assessment, it can show you which candidates would be a good fit for the role. Some of the benefits include:

• Using accurate data, you can establish whether candidates have the required level of attention to detail for your role

• The data can help you to make reliable decisions if you have two strong candidates with similar skill sets

• Testing can remove the need to sort through dozens, if not hundreds, of resumes from candidates who all claim to have the required skills

Although assessing candidates isn't always simple, knowing if they are detail-oriented can be crucial to ensure they perform well in the role you’re recruiting for.

In summary

Recruiting for attention to detail can help you find candidates who can follow complex processes or instructions while performing every step precisely. By adding an attention-to-detail test to your recruitment process, you can see whether candidates are likely to avoid errors.

TestGorilla’s textual attention-to-detail test can help you hire for detail-oriented roles such as customer care, office assistant, administration, bookkeeping, or any position where you need to test overall focus for entry-level jobs.


What is the difference between an assessment and a test?
An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.
Can I add my own questions to an assessment?
Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.
How do video questions work?
A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now." You can learn more about video questions here.
Can you explain how the other custom question types work?
Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here.
Can I customize an assessment with my company logo and color theme?
Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.
What type of support do you offer?
Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive Help & Inspiration Center.
What is the cost for using the Attention to detail (textual) test?
You can find our pricing packages here. Sign up here to try TestGorilla today.
Can I combine the Attention to detail (textual) test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the Attention to detail (textual) test?
We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email. TestGorilla replaces traditional CV screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.
What are the main cognitive ability tests?
We offer the following cognitive ability tests: Numerical Reasoning, Problem Solving, Attention to Detail, Reading Comprehension, and Critical Thinking.
Which cognitive ability test should I add to my assessment?
Our cognitive ability tests allow you to test for skills that are difficult to evaluate in an interview. Check out our blog on why these tests are so useful and how to choose the best one for your assessment.

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