Five Questions to Ask Any Provider Before Using Their Assessment Tool

Choosing the right assessment tool isn’t just about glossy marketing or academic references. It’s about how well a tool actually works for your real-world needs. These five questions help you cut through the noise and get straight to what matters.

1. What exactly does the tool measure – and how?

Many tools claim to measure “potential,” “leadership,” or “personality” – but what do they really mean by that?

Ask for:

• The underlying model (e.g., Big Five, ability testing, Situational Judgment Tests),
• The constructs measured (and whether they match your use case),
• Whether these constructs are assessed directly or inferred (e.g., through games, scenarios, self-report).

If the provider can’t clearly explain what their tool measures and how it relates to job performance, walk away.

2. Is the tool validated – and can I see the evidence?

Every provider will say their tool is “validated” – but validation means nothing without context.

Ask for:

• Type of validation (construct, criterion, predictive)
• Sample sizes and target populations
• Independent studies or at least transparent methodology

Validation on 40 students in a psychology seminar isn’t validation for leadership selection.

3. What are the technical requirements – and do I need integration?

Some tools work plug-and-play. Others need onboarding platforms, separate logins, or full ATS integration.

Ask:

• What’s the user journey for candidates and HR?
• Are there API options or only manual processes?
• Are there hidden dependencies (e.g.,license fees, system requirements)?

A brilliant tool with awful usability won’t help your hiring process.

4. How transparent and useful is the output?

What kind of report do you actually get? Is it three pages of generic text or a precise, usable result?

Ask for:

• Example reports – both for candidates and hiring managers
• Whether the output includes clear recommendations or just raw scores
• If you’re allowed to customize the reports or export data

If you don’t understand the results, your hiring managers won’t either.

5. What support do you offer – during and after implementation?

No tool runs itself. You’ll need support – especially in the early stages.

Ask:

• Do we get training, onboarding, and real-time support?
• Is support included or extra?
• How do you handle issues with candidates, data privacy questions, or system errors?

Great support can make a good tool great. Lack of support can kill the best one.

Final thought

If a provider can’t confidently answer these five questions, it’s probably not the right tool – no matter how flashy their pitch deck looks. The right tool isn’t just technically solid, it’s practically usable, transparent, and supported. And it fits your process, not just their product roadmap.

View a quick overview guide of assessment tools that meet these standards.

See the PEATS Guides