Top 25 Talent Assessment Tools in 2022 ( How to Choose One)

Talent Assessments offer valuable insights to HR teams about their candidates and improve talent decision-making. Here we have listed the top 25 talent assessment tools to consider when searching for your assessment needs. we will also explore the benefits of talent assessment tools, the biggest mistake often made when selecting tools, best practices to follow, and how to move into using an assessment marketplace.

Our List of Top 25 Talent Assessment Tools

Here is a compiled list of top global talent assessment tools to consider implementing in your talent processes.

Name

Tools Offered

Accendo

Agility, Culture, Digital Mindsets, Game-based, Functional, Psychometrics, Sales, Simulations, Technical

Aon

Ability and Skills Assessments, Behavioral Assessments, Coding Assessments, Gamified Assessments, Job Simulations, Video Interviewing, Virtual Assessment Center, Remote Proctoring

Codility

Technical

Criteria

Cognitive Aptitude, Personality, Emotional Intelligence, Risk, Skills, Video Interviewing, Game-Based Assessments

DDI

360 Feedback, Behavioral Interviewing, Coaching,  Consulting, Leadership Courses, Leadership Assessments, Leadership Competencies, Leadership Development, Succession Management, Success Profiles, Train-the-Trainer Workshops, Virtual Reality, Women in Leadership 

ExpertRating

Pre-Employment Testing, Certifications

HackerEarth

Hackathons, Assessments, FaceCode, Learning & Development, Internal Hackathons

HackerRank

Enterprise Technical Hiring, Remote Hiring, University Recruiting, Diversity & Inclusion, Professional Hiring, Professional Services

Harrisons

Talent Acquisition Assessments, Talent Development Assessments, Leadership Development Assessments, Organizational Development Assessments

Hirevue

Video Interview, Conversational AI, Assessments

Hogan

Talent Acquisition Assessments, Talent Development Assessments

Interview Mocha

Recruitment, Learning & Development, Job Boards & e-Learning Platforms, Skills Assessment Consulting

Korn Ferry

Assessment & Succession, Talent Acquisition

MeritTrac

Cognitive Assessments, Communication Assessments, Domain Assessments, Behavioral Assessments, Employability Skills Assessments, Coding and English Tests, Aptitude Tests, Psychometric Tests

Mettl

Online Assessments, Online Examinations, Hiring, Learning & Development

Predictive Index

Talent Optimization, Employment Hiring, Employee Management, Employee Engagement, Team Assessment, Behavioral Assessments, Job Assessments, Cognitive Assessments, Employee Engagement Survey

PSI / Talogy / Cubiks

Assessment Finder, Screen & Select Assessments, Develop & Engage Assessments, Cubiks Practice Tests, Personality Assessments (Cubiks Factors)

Pymetrics

Gamified Assessments, Career & Succession Planning, Leadership & Capability Development, Soft Skills API & Integrations, Mobility & Reskilling, Workforce Transformation

Saville

Talent Assessments, Learning & Development, Leadership Assessments, Personality Questionnaires, Sales Effectiveness Toolkit, Psychometric Training Courses

SHL

Behavioral Assessments, Personality Assessments, Cognitive Assessments, Skills & Simulations, Job-Focused Assessments, 360 Feedback, Video Feedback, Video Interviews, Assessment & Development Center

Talegent

PATH Personality, PATH Cognitive, PATH Values, Skills Tests, Gamify Suite, Video Interviews, Branding Videos, Digital Assessment Centers, Situational Judgment, Psychomotor Ability

Talent Plus

TalentBank, TalentMine, Talent Online Assessments, Talent+Hire, Applicant Tracking System

Test Gorilla

Assessments

Thomas

Personality Assessments, Behavioral Assessments, Aptitude Assessments, Emotional Intelligence Assessments, Engage Assessments, 360-Degree Feedback

Wheebox

Psychometric Assessments, Cognitive Assessments, Technical Assessments, Job Role Assessments

Benefits of Talent Assessments Tools


Talent assessments have long been part of the hiring and promotional processes for most mid to large-sized companies. They come in different uses from the “time-pressured” Cognitive Test Suites, to the “discover yourself” Personality Profiles, and to the “let’s see what you’ve learned” Skill Test.

With an array of ways to gain insights into candidates even before interviewing them, it comes as no surprise that many companies have adopted talent assessments as a mandatory part of their recruitment and talent management process. In fact, as of 2019, 75% of Fortune 500 companies use psychometric testing in recruitment (Independent, 2019). Talent assessment tools have brought significant improvement to 3 critical areas of business:

Business Performance

  1. Increasing sales while reducing attrition rates
  2. Extend tenure and improve performance. Get the right people in the right roles.

Candidate Experience

  1. Win appreciation with branded and gamified assessments in a quick and engaging hiring process.

Process Efficiency

Know your metrics and align your talent strategy. Focus on what matters. Easily and seamlessly present results. What is even more impressive to note is companies that have kept a close eye on measuring the impact of their talent assessments were able to produce objective figures such as:

  1. 36% increase in revenue
  2. 40% decrease in resources
  3. 40% decrease in time-to-hire
  4. 25% increase in tenure experience

The Single Biggest Mistake in Talent Assessment Practices

All these impressive benefits make it look as if HR teams can do no wrong when they include talent assessment tools as part of their core talent processes.

However, even the best-trained HR teams often end up making one of the biggest

mistakes in their talent assessment practices – onboarding too many talent assessment tools.

Just as we over-indulge in desserts because they taste good only to later suffer, so do HR teams when they end up having too many tools, thereby diluting the original purpose.

Talent Assessment Practices scaled

Negative Effects of Having Too Many Assessment Tools

If talent assessments hold that much benefit, what could possibly be the negative effects of onboarding multiple tools? Let’s explore the 3 key negative effects of having multiple assessment tools:

  • Significant increase in costs

Many HR teams still spend redundantly on tools and providers, directly contributing to an increase in assessment costs often by 2-3 times which, in turn, impacts the bottom line. Decisions are often triggered as a result of a new buzzword or trend in the talent assessment market, which drives a company to rush and onboard another tool on top of their existing portfolio of assessments, without consideration of long-term use, impact, and cost. Additionally, certain tools or providers may also include hidden costs that only become clear as testing volume grows. The real impact is felt when the business asks HR to defend these costs. As redundancy becomes apparent, what do you think happens to next year’s budget?

  • Significant increase in execution time

Imagine a company has onboarded its fifth talent assessment provider which its team will need to be trained on using new tools and reports. This increases the time needed for training. Furthermore, managers receive new reports which use a different format from the ones they have been using previously, ultimately causing more confusion. Finally, significant manual effort and time spent collating data from multiple reports to convert that into a single source of truth. This carries the risk of manual errors creeping into the data. All this has stretched too much of your time, making you miss your KPIs. So, remember, every new tool, report, or provider necessitates in-depth knowledge and training, or else results will not be optimum.

  • Too much data and no information

A Forrester report stated that between 60% to 73% of all data within an enterprise goes unused for analytics. This includes talent assessment tools and data that often gets collected but does not get turned into information. Having multiple assessment tools often causes data to be plentiful, but too varied for HR to turn into meaningful insights and information for effective decision making. This is mainly caused by each tool having its own logic behind the data leading to conflict of data points which, in turn, prevents HR from drawing a definite conclusion.

Best Practices to Follow in Tool Selection

Now that we have seen the varying options of tools available, we will identify the 3 steps that HR teams can take to avoid falling into this trap.

  • Clearly identify what needs to be measured

A recent study by McKinsey & Co stated that “Simple advice—if there isn’t direct science linking the assessment to job performance or to the characteristic you’ve determined matters for the job in question, don’t use it.” HR teams must start by identifying what factors will tell them if a candidate will or will not be a right fit for the role in question.

These factors can include anything that will predict performance such as leadership traits, technical skills, cultural alignment, cognitive ability, etc. Only once this has been set should HR start to evaluate assessment tools that are able to accurately measure the criterion set, thereby increasing the relevancy of each tool. Practicing this shows your HR team that having 4-5 types of assessments should be able to cover all testing needs.

  • Customize and contextualize outputs

Often, the journey leading into onboarding multiple tools doesn’t begin with the search for a better test, but a search for better output. Many talent assessments today have reached similar levels of validity, making differences in input minimal. With test validity being standardized and controlled by industry bodies, assessments have now focused on improving outputs.

The toughest job HR teams have in the introduction of a new talent assessment tool is to convince business managers that this new assessment will give them better results. The biggest challenge stems from the fact that talent assessment outputs generally speak a more psychological language unfamiliar to business managers.

HR’s strategy to win this is to work with talent assessment tools that can customize and contextualize their outputs to language familiar to their organization. Using terms familiar to the business and avoiding jargon when producing assessment outputs will increase the familiarity effect and increase adoption rates by the business.

  • Consolidate when multiple tools are unavoidable

With many organizations going through transformation and diversification, the need for evaluating varied and complex types of traits and skills leads to multiple tools becoming unavoidable. When faced with this situation, HR teams should always search for talent assessment tools that can consolidate output as far as possible. This will ensure that problems 2 and 3 either do not occur, or their impact is minimized.

Additionally, with data interpretation and consolidation being done by AI-driven platforms today, insights produced can be more in-depth and non-conflicting, which is a big challenge when done manually.

Consolidating Talent Assessment Tools using Assessment Marketplace

Much like Airbnb aggregates property rentals, an assessment marketplace brings together various types of assessments and gives HR teams the liberty to choose assessments based on their measurement needs, assessment purpose, and budgets.

Larger organizations have found it tough in the past to manage their assessment process, results, and contracts when using more than 1 tool. HR teams that have used assessment marketplaces typically experience 4 key benefits.

  1. Greater visibility on talents as they are assessed more holistically
  2. Greater control over HR expenditure
  3. Process efficiency in acquisition and talent management
  4. A reduction in manpower effort

To find the right assessment marketplace, HR needs to look for 3 key features to be present:

  1. A choice of assessments
  2. A holistic approach to measurement
  3. Data consolidation capability

A Choice of Assessments

Talent assessments today vary by factors such as measurement outcome, candidate experience, job levels, etc. Thus, it is beneficial for HR to have a marketplace where choices of assessment tools are available. This allows HR to easily set up testing for any purpose they have instead of starting a new search and purchase process each time.

Here are some examples of varying testing scenarios in which having an assessment marketplace would help tremendously.

Varying measurement criteria: Many projects call for measuring different or a combination of criteria. Criteria influencing talent decisions include leadership potential, agility, cultural alignment, engagement, technical competence, digital readiness, and sales proficiency. Each of these measurement criteria requires various tools. Trying to measure a combination of criteria such as a person’s leadership potential, agility, and cultural alignment concurrently requires an assessment marketplace.

Varying candidate experience: HR teams serve a variety of audiences and need to always be prepared to create different candidate experiences. An assessment marketplace creates the perfect opportunity to do this as it houses the more traditional psychometrics for more serious candidate experiences, game-based assessments for more engaging and exciting candidate experiences, and simulations for more immersive experiences.

Varying job levels: One of the toughest challenges in assessment management is building and maintaining a process across multiple job levels. Large organizations tend to have assessment processes across as many as 7 – 8 job levels, from graduate-level hiring to C-Suite testing. HR’s role in this process is to ensure assessments meet the appropriate level of measurement for each of these levels whilst having a central management platform. The assessment marketplace ensures this happens in one central location.

A Holistic Approach to Measurement

An assessment marketplace provides a holistic way to measure talents by considering different lenses made possible by combining multiple types of assessments.

These lenses give HR true insights into the gaps and strengths of an employee, empowering HR to make more accurate talent decisions. Talent acquisition can make use of the marketplace measures by improving hiring accuracy, thereby increasing speed to performance. Talent management, on the other hand, can make better promotional decisions, increase employee movements within the organization, and plan for hyper-personalized development programs.

The approach in the Accendo assessment marketplace is to view talents, internal and external, via a Holistic Tri-Factor under 3 lenses: preference, behavior in action, and context. By combining multiple assessment tools, the holistic tri-factor can provide companies with in-depth details about a person’s personal preference, their ability to display that preference at work, and how well they can contextualize that preference in your organization.

This method of assessment and measurement truly investigates a person’s competency proficiency and provides a complete picture. For example, if a candidate has shown a natural preference toward Strategic Thinking (preference assessed through psychometrics), can she display Strategic Thinking in a work environment (behavior in action assessed through simulations)? Lastly, will she be able to apply Strategic Thinking in your organization (context assessed through a Video Interview)? This completes her measure against the holistic tri-factor.

Data Consolidation Capability

Having a central location to manage assessments and a framework to view candidates more holistically is only one of the problems solved. The biggest challenge HR continues to face when dealing with multiple tools and measures is bringing together data points collected and still make sense without redundancy. This is where the feature of data consolidation in an assessment marketplace plays a big role.

A good data consolidation feature brings together interpretations of talent assessment scores to create a coherent story and make talent decisions. This feature of an assessment marketplace also helps HR create a larger buy-in from the business for using talent assessments. Traditionally, talent assessment data remains unconnected and incoherent, preventing businesses from interpreting this themselves, and causing them to fall back to their gut feelings.

With consolidated data, a business manager gets the full picture while highlighting blind spots, they are able to understand the value of talent assessments and support HR in the talent process. Much like how Airbnb gives consumers flexibility in choosing from a variety of rental properties suitable to their needs all in one place by aggregating information.

An assessment marketplace gives HR flexibility and adaptability by containing multiple types of assessments; it sharpens HR’s eyesight by having a holistic view of talent and gains business buy-in by providing consolidated reports.

Interested in knowing how a single integrated platform can help you consolidate multiple data points from talent assessments to make better talent decisions? Send an email today to [email protected]

Additional Resources for Talent Assessment Tools

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