Free build prompt
Build This Hiring Assessment for Your Business.

Copy the complete prompt below, paste it into ChatGPT Sites, and replace the settings at the top with your company, position, and industry.
✓ 36 job-specific situations✓ Hidden scoring✓ Anti-gaming protection✓ Employer report
Build a complete, functional, professional, mobile-friendly hiring assessment website.

CUSTOMIZATION SETTINGS
Put these settings near the beginning so the assessment can be reused for different businesses without rewriting the entire project:
- Company name: [COMPANY NAME]
- Position: [POSITION]
- Industry: [INDUSTRY]
- Primary working environment: [WORK ENVIRONMENT]
- Company colors: [COLORS]
- Employer contact email: [EMAIL]
- Special hiring criteria: [OPTIONAL CRITERIA]

PRIMARY GOAL
This is not simply an application form. It must help identify applicants who are dependable, trustworthy, accountable, coachable, safety-conscious, customer-friendly, professional, capable of working independently, and proud of their work.

The experience should feel like an interactive assessment rather than paperwork.

APPLICANT-FACING HERO
Use this headline:
"Let's Find Out If You're a Great Fit."

Explain that the assessment helps determine whether the position is a good match for both the company and applicant. State that there are no trick questions, no perfect answers, and applicants should choose what they would really do. Include an estimated completion time of about 10 minutes and a prominent "Start the Assessment" button.

APPLICANT INFORMATION
Collect and validate:
- Full name
- Phone
- Email
- City
- Years of relevant experience
- Reliable transportation
- Valid driver's license, when job-related
- Legal authorization to work
- Earliest available start date

SITUATIONAL ASSESSMENT
Create 36 multiple-choice situational questions with four responses each.

Display one question per screen with large answer buttons, a progress bar, current question number, a Back button, and occasional encouraging messages.

Quietly evaluate:
- Integrity
- Ownership and accountability
- Coachability
- Dependability
- Customer focus
- Safety mindset
- Communication
- Emotional intelligence
- Problem solving
- Leadership potential
- Initiative
- Teamwork
- Work ethic
- Attention to detail
- Pride in craftsmanship
- Ability to follow directions
- Respect for property
- Time management
- Adaptability
- Professionalism
- Handling criticism
- Ability to work independently

Do not show scoring rules to applicants.

QUESTION-WRITING RULES
Do not ask obvious questions such as "Are you honest?" or "Are you dependable?"

Create realistic job situations where several responses could reasonably be selected. Each response should reflect a different decision-making style, priority, or tradeoff.

Use situations appropriate to the configured position and industry. Examples may include:
- Discovering unexpected damage
- Accidentally damaging customer property
- Finishing early
- A request outside the approved scope
- A coworker cutting corners
- Running behind schedule
- Being offered cash for side work
- Making a mistake nobody noticed
- Not understanding instructions
- Handling a rude customer
- Receiving damaged material
- Discovering a safety issue
- Working while tired
- Being corrected
- Helping a slower coworker
- Protecting customer property
- Using unfamiliar equipment
- Conflicting instructions
- Weather affecting work
- A customer disagreeing with the result
- Finding valuable property
- Material shortages
- Cleanup at the end of the day
- Pressure to work faster
- Finding a small defect during final inspection

Avoid making the preferred response obvious through exaggerated wording. Do not consistently make the best response longer, more detailed, more polite, or more professional than the others.

MANDATORY ANTI-GAMING SYSTEM
This is essential.

1. Randomize the display order of all four responses independently for every question and every new assessment.
2. Keep every response permanently connected to its hidden response ID, trait values, scoring values, and concern flags.
3. Score the underlying response ID, never the displayed letter or screen position.
4. Preserve the randomized order throughout that applicant's session. Going backward must not reshuffle the responses.
5. Starting a new assessment should create a new response order.
6. Balance the original answer bank. The strongest, moderate, and concerning responses must be distributed across the original positions instead of following a predictable A-to-D pattern.

Clicking all A, all B, all C, or all D must not create a guaranteed score, recommendation, or personality type.

PATTERN DETECTION
Track displayed answer positions separately from underlying response IDs.

Flag, but do not automatically reject:
- The same displayed letter selected unusually often
- Eight or more consecutive selections of the same letter
- One displayed position used for 55% or more of the assessment
- Unusually fast completion
- Strongly contradictory answers
- An unrealistically perfect pattern across nearly every trait

Do not tell the applicant that a pattern was detected. Show it only in the employer report and treat it as an interview flag rather than proof of dishonesty.

CONSISTENCY CHECKS
Include four to six question pairs that evaluate the same trait through different situations without appearing to be duplicates.

Examples:
- Reporting hidden property damage versus a hidden installation mistake
- Following safety rules under time pressure versus using unfamiliar equipment
- Handling criticism from a supervisor versus criticism from a customer
- Addressing a coworker's shortcut versus a teammate's lack of preparation

Flag strongly conflicting responses for employer review.

HIDDEN SCORING SYSTEM
Each response may add or subtract points from one or more traits.

Generate normalized 0-100 scores for:
- Integrity
- Ownership
- Customer Focus
- Safety
- Leadership Potential
- Coachability
- Dependability
- Problem Solving
- Emotional Intelligence

Generate an Overall Fit Score from 0-100 using trait scores, concern flags, inconsistencies, and suspicious response patterns.

Recommendations:
- Green: Strong potential fit
- Yellow: Requires focused interview review
- Red: Significant concerns or weak overall fit

Do not let one ordinary answer determine the entire result. Pattern detection must not automatically disqualify an applicant.

PRIVATE EMPLOYER DASHBOARD
Save applications, responses, randomized-position data, scores, and reports in persistent storage.

Create a securely protected employer dashboard. It must not become accessible merely because somebody knows the /review or /admin URL. Require authenticated owner access or another secure method supported by the platform.

For each applicant show:
- Contact and experience information
- Submission date
- Overall Fit Score
- Green, Yellow, or Red recommendation
- Trait-by-trait breakdown
- Top strengths
- Potential concerns
- Serious response flags
- Repetitive answer-position patterns
- Consistency concerns
- Three to five tailored interview questions
- Overall hiring recommendation

Applicants must never see the score, trait breakdown, flags, or recommendation.

COMPLETION SCREEN
Show every applicant the same neutral message:

"Thank you for completing the assessment. If your qualifications and assessment are a match for what we're looking for, someone from our team will contact you shortly."

Do not reveal whether the applicant passed, failed, triggered concerns, or received a particular score.

FUNCTIONAL REQUIREMENTS
- Save completed applications permanently.
- Prevent incomplete submissions.
- Validate response IDs on the server.
- Keep scoring logic away from the applicant-facing interface when possible.
- Prevent duplicate submissions from repeated clicks.
- Show a clear save error when needed.
- Never expose applicant records through an unsecured public route.

DESIGN
Use a welcoming, professional, mobile-first design with large answer buttons, readable typography, strong contrast, generous spacing, accessible labels, keyboard controls, visible focus states, and fast-loading components.

HIRING SAFEGUARDS
Do not request or score protected personal information. Keep questions job-related. State in the employer dashboard that this tool should support, not replace, structured interviews, reference checks, technical evaluation, and lawful hiring practices. Do not describe results as a psychological diagnosis or guaranteed prediction.

FINAL VERIFICATION
Before publishing, actually test:
1. Two new assessments produce different response orders.
2. Going backward does not reshuffle responses.
3. All A, B, C, or D does not create a predetermined result.
4. Repetitive selection is flagged privately.
5. Applicants receive only the neutral completion message.
6. The employer can view the score and report.
7. Applicants cannot access employer records.
8. Records survive a reload.
9. Mobile and desktop layouts work.

Do not claim these features work merely because the interface exists. Test the real scoring, persistence, randomization, secure access, and reporting before publishing.
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