Talent assessments offer valuable insights to HR teams about their candidates and improve talent decision-making. In our article, we have listed the top 25 talent assessment tools and how to choose one when searching for your assessment needs. We will also explore the benefits of talent assessment tools and the best practices to follow.Ā
Sheu Quen is a seasoned writer with a passion for talent management in the HR industry. With 8 years of experience in the field, sheās gained extensive knowledge in developing related content. Through her writing, she aims to share insights and best practices on how organisations can attract, retain, and develop their talent for sustainable growth.
Our List of Top 25 Talent Assessment Tools
Below is a compilation of the top global talent assessment tools to consider implementing in your talent processes.
NameĀ | Tools OfferedĀ |
Agility, Culture, Digital Mindsets, Game-based, Functional, Psychometrics, Sales, Simulations, TechnicalĀ | |
AonĀ | Ability and Skills Assessments, Behavioral Assessments, Coding Assessments, Gamified Assessments, Job Simulations, Video Interviewing, Virtual Assessment Center, Remote ProctoringĀ |
CodilityĀ | TechnicalĀ |
CriteriaĀ | Cognitive Aptitude, Personality, Emotional Intelligence, Risk, Skills, Video Interviewing, Game-Based AssessmentsĀ |
DDIĀ | 360 Feedback, Behavioural Interviewing, Coaching, Consulting, Leadership Courses, Leadership Assessments, Leadership Competencies, Leadership Development, Succession Management, Success Profiles, Train-the-Trainer Workshops, Virtual Reality, Women in LeadershipĀ Ā |
ExpertRatingĀ | Pre-Employment Testing, CertificationsĀ |
HackerEarthĀ | Hackathons, Assessments, FaceCode, Learning & Development, Internal HackathonsĀ |
HackerRankĀ | Enterprise Technical Hiring, Remote Hiring, University Recruiting, Diversity & Inclusion, Professional Hiring, Professional ServicesĀ |
HarrisonsĀ | Talent Acquisition Assessments, Talent Development Assessments, Leadership Development Assessments, Organisational Development AssessmentsĀ |
HirevueĀ | Video Interview, Conversational AI, AssessmentsĀ |
HoganĀ | Talent Acquisition Assessments, Talent Development AssessmentsĀ |
Interview MochaĀ | Recruitment, Learning & Development, Job Boards & e-Learning Platforms, Skills Assessment ConsultingĀ |
Korn FerryĀ | Assessment & Succession, Talent AcquisitionĀ |
MeritTracĀ | Cognitive Assessments, Communication Assessments, Domain Assessments, Behavioural Assessments, Employability Skills Assessments, Coding and English Tests, Aptitude Tests, Psychometric TestsĀ |
MettlĀ | Online Assessments, Online Examinations, Hiring, Learning & DevelopmentĀ |
Predictive IndexĀ | Talent Optimization, Employment Hiring, Employee Management, Employee Engagement, Team Assessment, Behavioural Assessments, Job Assessments, Cognitive Assessments, Employee Engagement SurveyĀ |
PSI / Talogy / CubiksĀ | Assessment Finder, Screen & Select Assessments, Develop & Engage Assessments, Cubiks Practice Tests, Personality Assessments (Cubiks Factors)Ā |
PymetricsĀ | Gamified Assessments, Career & Succession Planning, Leadership & Capability Development, Soft Skills API & Integrations, Mobility & Reskilling, Workforce TransformationĀ |
SavilleĀ | Talent Assessments, Learning & Development, Leadership Assessments, Personality Questionnaires, Sales Effectiveness Toolkit, Psychometric Training CoursesĀ |
SHLĀ | Behavioral Assessments, Personality Assessments, Cognitive Assessments, Skills & Simulations, Job-Focused Assessments, 360 Feedback, Video Feedback, Video Interviews, Assessment & Development CenterĀ |
TalegentĀ | PATH Personality, PATH Cognitive, PATH Values, Skills Tests, Gamify Suite, Video Interviews, Branding Videos, Digital Assessment Centers, Situational Judgement, Psychomotor AbilityĀ |
Talent PlusĀ | TalentBank, TalentMine, Talent Online Assessments, Talent+Hire, Applicant Tracking SystemĀ |
Test GorillaĀ | AssessmentsĀ |
ThomasĀ | Personality Assessments, Behavioural Assessments, Aptitude Assessments, Emotional Intelligence Assessments, Engage Assessments, 360-Degree FeedbackĀ |
WheeboxĀ | Psychometric Assessments, Cognitive Assessments, Technical Assessments, Job Role AssessmentsĀ |
Benefits of Talent Assessment Tools
Creating a seamless process may seem daunting but it is worthwhile. In high-volume hiring, speed is of the essence.Ā
Talent assessments have long been part of most mid to large-sized companies’ hiring and promotional processes. They come in different users from the ātime-pressuredā Cognitive Test suites to the ādiscover yourselfā Personality Profiles, and the āletās see what youāve learnedā Skill Test.Ā
With an array of ways to gain insights into candidates even before interviewing them, it comes as no surprise that companies have adopted talent assessments as a mandatory part of their recruitment and talent management process.Ā
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:Ā
Business performance
- Increasing sales while reducing attrition rates.Ā
- Extend tenure and improve performance by getting the right people in the right roles.Ā
Candidate experience
- Win appreciation with branded and gamified assessments in a quick and engaging hiring process.Ā
Process efficiency
Know your metrics and align your talent strategy by focusing on what matters and easily presenting 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:Ā
- 36% increase in revenueĀ
- 40% decrease in resourcesĀ
- 40% decrease in time-to-hireĀ
- 25% increase in tenure experience
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.Ā
Clearly identify what needs to be measured
According to a study by McKinsey & Co, āSimple adviceāif there isnāt direct science linking the assessment to job performance or to the characteristic youāve determined matters for the job in question, donāt use it.ā HR teams must identify the factors that will tell them if a candidate will or will not be a right fit for the role in question.Ā
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. Practising this shows your HR team that having 4-5 types of assessments should be able to cover all testing needs.Ā
Customise and contextualise outputs
Often, the journey leading into onboarding multiple tools doesnāt 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 standardised and controlled by industry bodies, assessments have now focused on improving outputs.Ā
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.
HRās strategy to win this is to work with talent assessment tools that can customise and contextualise their outputs to language familiar to their organisation. 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.Ā
With many organisations going through transformation and diversification, the need for evaluating varied and complex types of traits and skills leads to multiple tools becoming unavoidable.Ā
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 minimised.Ā Ā
In conclusion
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.Ā
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].Ā
Related queries
Talent is an individualās natural ability or skill that comes from the following core elements ā behavioural preferences, behaviour in action, and behaviour in context ā which are assessed by HR to fit a specific job role.Ā
The limitations of talent assessments include implementation costs, highĀ investment in time and effort, challenges in getting buy-in and support from management, and organisations that are ill-equipped to implement the process.Ā
Some of the areas where talent assessments can be used are in talent acquisition, talent management, succession planning, HiPo identification, leadership development,Ā and career pathing.
An assessment marketplace operates as a single vendor for multiple tools with a single procurement process. While an individual assessment provider is a single vendor that carries individual assessments of different specialisations.Ā
Page Contents
