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AI skills testing among job candidates grew 166% year over year in TestGorilla’s analysis of 3.9 million candidate skills tests, according to BetaNews. That is a sharp increase in testing activity—not evidence that AI use by employees rose 166%, or that candidates became more proficient. The analysis does not specify its comparison dates or methodology.
What the 166% figure measures
The figure refers to growth in AI-related skills tests taken by employment candidates in TestGorilla’s dataset. BetaNews, reporting on the company’s analysis on November 12, 2025, says the dataset covered 3.9 million skills tests taken globally. It does not say how many of those tests were AI tests, define precisely what counted as an AI test, or provide the exact year-over-year period.
That distinction matters: test volume reflects assessment activity on the platform, not the share of workers using AI at work. By itself, it also cannot show that candidates’ AI competence improved, that employers adopted more workplace AI, or that testing predicts job performance. BetaNews’ report is the source for the test-volume figures.
How AI testing compares with other growing test categories
BetaNews reported these year-over-year increases in TestGorilla skills testing:
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| Test category | Reported growth |
|---|---|
| AI | 166% |
| Coding debugging | 133% |
| Computer literacy | 77% |
| Data structures/arrays | 73% |
The article does not provide the comparison dates or testing methodology for these rates. They indicate relative growth in test activity, not the absolute number of tests in each category or a ranking of workforce proficiency.
What separate employer survey results add
TestGorilla’s separate 2025 State of Skills-Based Hiring survey offers a different kind of evidence: responses about hiring practices, rather than records of tests taken. The company says it surveyed 1,076 job seekers and 1,084 people involved in hiring decisions in the UK and US in April 2025, using independent third-party survey panels.
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Among surveyed employers, 65% said they use AI in hiring and 76% said they use skills tests to measure and validate candidate skills. These are self-reported findings from the survey, not a census of employers, and they apply to hiring—not general employee AI use. The report describes recruitment uses such as writing job descriptions, screening resumes, sourcing candidates, and interviewing candidates. TestGorilla’s report provides its survey methodology and findings.
Why employers may be testing for AI-related skills
The two sources together suggest a hiring context in which employers are reporting AI use in recruitment while AI-related candidate testing is growing on a major assessment platform. They do not establish that one trend caused the other. Nor do they show that AI tests are already a reliable measure of job readiness.
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TestGorilla CEO and founder Wouter Durville said the company’s 2025 report found that “71 percent of employers say skills testing is more predictive of on-the-job success than resumes.” This is an employer-reported belief quoted by a vendor executive, not independent proof that skills tests predict performance. TestGorilla people and culture head Olive Turon also argued that objective technical and critical-thinking tests, with anti-cheating measures, are important for recruiters building AI-first teams. That is her perspective, not an independently validated outcome.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What this means for candidates and hiring teams
For candidates
A rise in AI assessments is a reason to understand what a role actually expects, not proof that every employer now tests AI skills. Review the job description and be prepared to explain how you use relevant AI tools, how you check their output, and where you rely on your own judgment. The reported figures do not identify which tools or competencies appeared in the tests.
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Use an AI assessment only when its tasks match the work candidates would do, and be clear about whether it tests tool use, critical thinking, or another capability. Check that candidates have comparable instructions and conditions, and treat a test score as one piece of evidence alongside other relevant assessments. The available figures do not establish that any particular test is valid, resistant to cheating, or predictive of performance; those claims require evidence about the specific assessment and role.
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