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, SJTs),
• 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.

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

See the shortlist →

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.