Assessments, digital assessments, psychometric tools, recruitment tests, talent assessment solutions… In recent years, the terms to describe talent assessment solutions have evolved a lot as the players in this market have multiplied.

And it is becoming more and more complicated to choose between all these tools as well. 

#1 – Define your needs:

If the HR world around you is becoming more complex to navigate, we recommend taking a step back to gain some clarity.

Above all else, you should define the uses you’re planning for the tool.

  • Are you looking for a tool to help with decision-making for recruitment, mobility and talent development, for identifying current employees’ potential?
  • What do you want to analyse?
  • What guidelines must you follow, laid out either by your own HR or even laws?

More and more, management expects higher performance from Human Resources departments, so it is essential that the evaluation solution corresponds to your specific HR challenges.

#2 – Choose the right tests for recruitment:

Assessments can take on multiple forms. Often we find:

  • Personality tests/questionnaires
  • Motivation tests/questionnaires
  • Reasoning tests
  • Career tests/questionnaires
  • Situational tests/assessment centers
  • Psychometric tests/questionnaires

Currently, the digital assessments that are most highly regarded (personality, motivation and cognitive) are those that evaluate soft-skills for two reasons:

  • Predictive ability
  • Efficiency (they are quick to take)

Faced with a world where business knowledge and skills are evolving more and more quickly, assessing these specific skills offers no long term guarantees. The same goes for assessment centers that require a long time and are expensive.

To learn more, visit our “Science” page:

#3 – Favour candidate/employee experience:

Today, most companies are implementing pre-selection and career management processes in order to accelerate all their HR practices, as well as making them more reliable

Even though the quality and criteria of your selected test will be crucial, how your candidates and employees perceive the assessment/experience is equally important.

Before choosing a tool (and possibly signing a contract over several years), we advise you to do a benchmark of reviews from Google, LinkedIn as well as other sources. This will tell you a lot about the quality of the candidate experience.

It’s definitely best to get that information from the horses mouth and hear about their experiences first hand!

#4 – ATS & HRIS integration:

The acceleration of innovation and digital-transformation in HR has given rise to a multitude of new and emerging tools.

How your tools connect is a crucial element of choosing an assessment solution, if you want to save time and be efficient.

If you already have have a management tool, make sure that you will have the possibility to connect your assessment tool to your ATS or HRIS.

You should verify that this is possible with your future provider before making any decisions.

#5 – Test the solution:

Most assessment solutions, psychometric tools and recruitment tests are available on the internet. That means you can try them yourself to gain insights from the point of view of an HR professional or a candidate.

I highly recommend taking the time to complete a benchmark between solutions that offer this possibility.

It’s never a good sign if it is difficult to receive this kind of trial.

If you would like to learn more about AssessFirst (and start your own trial), you can do so here: