The assessment market is large and growing — and not all products are created equal. With hundreds of providers and thousands of tools available, it can be difficult to know what to look for. Buying the wrong assessments can waste money, create legal risk, and — most importantly — lead to worse hiring decisions. Here are 10 things to check before you buy.
1. Scientific validity
Does the assessment actually measure what it claims to measure? Look for evidence of validated research, preferably published in peer-reviewed journals or documented in a technical manual. Avoid providers who cannot or will not share this information.
2. Predictive validity
Does the assessment predict job performance? This is the most important form of validity in a hiring context. Ask the provider for data on the relationship between assessment scores and actual on-the-job outcomes.
3. Reliability
Does the assessment produce consistent results? A reliable assessment will produce similar scores for the same candidate under similar conditions. Look for published reliability coefficients (ideally above 0.80).
4. Norm groups
Are scores compared to relevant norm groups? An assessment score only means something in context. Make sure the norm group reflects the population you are hiring from — by industry, level, region, or other relevant characteristics.
5. Candidate experience
Is the assessment engaging and accessible for candidates? Long, tedious, or technically difficult assessments increase drop-off rates and can damage your employer brand. Look for assessments that are well-designed, mobile-friendly, and appropriately challenging without being frustrating.
6. Bias and fairness
Has the assessment been tested for adverse impact across different demographic groups? Be aware that some cognitive tests, in particular, can produce differential results across groups — and make sure your provider can demonstrate that their assessments are as fair as possible.
7. Legal compliance
Is the assessment compliant with relevant legislation in your region, including GDPR and equal opportunities law? Make sure you understand how candidate data is stored, processed, and protected.
8. Integration and usability
Does the assessment integrate with your existing HR systems (ATS, HRIS)? Is the reporting clear and actionable? The best assessment in the world is of limited value if the results are hard to use or interpret.
9. Support and training
Does the provider offer adequate support, training, and guidance on how to use and interpret the assessment? Assessment tools require proper implementation to deliver value.
10. Cost vs. value
Price is not the same as value. A cheaper assessment that is poorly validated or provides limited insight is not a bargain. Evaluate assessments based on the quality of information they provide and the improvement they make to your hiring decisions — not just the unit cost.
Conclusion
Choosing the right assessments requires due diligence. By evaluating providers against these 10 criteria, you can make a more informed decision and avoid the common pitfalls. Want to know how Selection Lab's assessments measure up against these criteria? Get in touch with us.
