Leadership Assessment Tools – Reviewed and Ready to Use
Welcome
This evaluation report is designed to support organizations in identifying effective and scalable leadership and management assessment tools.
It provides a structured comparison of five established providers offering many tools in total, covering a wide range of use cases in leadership development, talent selection, and organizational diagnostics.
The report’s goal is to enable decision-makers to navigate complexity, reduce uncertainty, and confidently select tools that align with their business strategy and evolving leadership needs.
Providers usually have extensive portfolios – here we have selected the most suitable one from each of five established players in the field, in total 25.
With limited time and budget, especially smaller companies need tools that are not only transparent and insightful, but also low effort to implement. Selecting junior leaders, evaluating development potential, or strengthening leadership – this overview will help you choose the tool that matches your leadership philosophy, organizational demands, and decision-making process.
The overall goal is to enable a well-founded, pragmatic decision process for choosing the right assessment tools based on real business needs – especially within dynamic environments.
What you will find in this guide
1. Assessment Providers & Tools
1.1. Overview Assessment Providers
We start with comprehensive information about the providers so that you can get an impression of the companies, their locations, number of employees, technical specifications, and features that stand out and strengthen the brand's USP. The second section deals with the areas of application and the best fit of the tools. We also evaluate the depth of the diagnostic tool. This criterion is very important and decisive for the use case.
1.2. Overview Assessment Tools
Furthermore, we describe the candidate experience, which is also a decisive criterion when selecting a tool. We have deliberately not designed these parameters as a comparison, as they are individual statements made by the tools and providers that serve as unique selling points and highlight the main features of the tools.
2. Leadership Requirements
2.-5. From Personality Trait to Cognitive Abilities
The most important factor in the selection process is the requirements criteria. Carefully select the criteria that are relevant to your company and the individual positions in a structured process. If you don't know what you're looking for, even the best aptitude assessment tool won't help you succeed. This section contains a list of criteria that you can use as a basis.
3. Comparison Table Assessment Tools
3.1. Methodological Comparison - Strengths, Opportunities, Limitations
This matrix outlines the key benefits and boundaries of each tool and provider. It highlights unique selling points, potential use cases, and constraints
3.2. Implementation Comparison - Assessment Criteria & Use Cases
This section compares each tool in terms of measured competencies, target areas, supported languages, time required for completion, and the overall cost structure, including certification, tool usage, and feedback delivery.
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1. Assessment Providers & Tools
1.1. Overview Assessment Providers
Five providers. Five approaches.
This section introduces the five selected assessment providers, outlining their organizational background, areas of specialization, and technical setup. The goal is to provide context for each provider’s positioning in the market and to help you understand their strengths beyond the tools themselves.
For each provider, we’ve summarized:
- Key Details: founding year, company structure, employee base, global reach, and industry application
- Technical Specifications: delivery mode, model architecture, and compliance standards
- Special Features: unique capabilities, scalability, reporting features, and internal benchmarking options
This information is not part of the tool comparison tables, but complements them by adding provider-level insights – offering a deeper understanding of the environments and philosophies behind each tool
Aon Assessments GmbH – Corporate-scale psychometrics with modular power and AI-enhanced scoring.
Harrison Assessment International Ltd. – Behavioral paradoxes and job fit – where self-sabotage meets selection science.
Hogan Assessments Systems Inc. – Dark side, bright side, inside – the global gold standard for leadership risk and potential.
Ixly B.V. – Pragmatism meets digital diagnostics – adaptive, visual, ready to plug in.
Korn Ferry Hay Group – Competency-heavy, legacy-rich, consultancy-driven – diagnostics as a service.
1.2. Overview Assessment Tools
Application fit and characteristics at a glance
This section provides a compact overview of the five selected providers and the tools they offer for leadership and management diagnostics. Rather than comparing them side-by-side, we summarize where each tool excels based on four key aspects:
- Best Use Case: the most suitable application area in HR
- Depth: level and type of insights (e.g., behavioral, cognitive, emotional)
- Best Fit in HR Processes: how and where the tool supports selection, development, and planning
- Candidate Experience: feedback from users and ease of implementation
These summaries are not designed for direct comparison but offer orientation on what to expect from each tool – beyond the structured analysis provided in the comparison tables below.
Aon Assessment - ADEPT-15, Shapes management /executive /360, Scales, SJT, ChatAssess.
Harrison Assessment - Harrison Smart Questionnaire, QCT.
Hogan – HPI, HDS, MVPI, HJS, HBRI.
Ixly - ADAP, AKF, AKT, AMA , SJT, Quinn Roles.
Korn Ferry - KFALP, KF4D, ViaEdge, ESCI, KFRA.
2. Leadership Requirements
Leadership requirements are shaped by increasingly dynamic role expectations, cross-functional collaboration, and the need for adaptive and agile leadership in fast-changing environments.
The assessment tools reviewed in this report reflect a broad range of competencies that are critical for leadership success across different organizational contexts – from startups to large enterprises.
These dimensions provide a practical reference for tool selection, supporting HR and leadership teams in identifying the right solutions for their specific challenges.
To ensure a meaningful selection process, the tools cover key competency domains across five areas:
2.1. Personality Traits & Emotional Dispositions
- Emotional traits, derailers, resilience, stress tolerance
- Cultural fit, interpersonal style, self-awareness
- Personality traits linked to leadership fit and team dynamics
2.2. Behavior & Interpersonal Effectiveness
- Leadership behavior and style (directive vs. participative)
- Team fit, conflict style, communication under pressure
- Constructive feedback culture, relationship skills, collaboration
2.3. Motivational Drivers & Work Attitudes
- Career motivators, values alignment
- Motivational strength, change readiness, growth orientation
- Drivers of engagement, team influence, appreciation
2.4. Leadership Competencies & Management Skills
- Decision-making quality and style
- Strategic thinking, adaptability, execution under pressure
- Learning agility, leadership readiness, self-reflection, development potential
2.5. Cognitive Abilities & Thinking Styles
- Numerical, verbal, abstract and logical reasoning
- Critical thinking, ethical reasoning, memory capacity
- Situational judgment, business reasoning, speed of learning
3. Comparison Table Assessment Tools
3.1. Methodological Comparison
What’s strong, what’s promising, what’s missing.
This table highlights the core strengths, opportunities, and limitations of each provider’s diagnostic approach. It gives you an at-a-glance overview of how the tools differ in terms of logic, structure, flexibility, and value – far beyond just what they measure.
We cover usability aspects (such as dashboard quality and report design), the depth and uniqueness of each provider’s approach (e.g. modularity, gamification, benchmarking capabilities), and practical constraints (e.g. certification requirements, time intensity, or interpretation complexity).
This section is designed to help HR professionals, consultants, and decision-makers evaluate which tools match their organizational needs, resource availability, and implementation preferences – whether you’re optimizing for speed, scientific depth, or long-term strategic fit.
Tools | Strengths | Opportunities | Limitations |
Aon
ADEPT-15
Shapes management /executive /360
Scales
SJT
ChatAssess | • Broad portfolio with modular design; robust and flexible assessments for various roles
• Scalable through person-based pricing, not test-based pricing
• High psychometric quality across cognitive, personality, and values domains
• Aligned with ISO and DIN standards
• Scalable for both small and global setups with multilingual support | • Strong fit scaling structured talent pipelines or graduate programs
• Especially useful for multinational hiring or role-specific test batteries
• Allows long-term harmonization of selection processes across departments
• Strong focus on cognitive and job-related diagnostics maps traits to competencies with visual feedback | • Requires careful module selection; setup may overwhelm non-experts
• Candidate experience may feel formal or generic in smaller companies
• Complex, costly setup/feedback
• Gains depth through personal consultation; the written evaluation remains somewhat generic and abstract
• Time test formats may disadvantage methodical or reflective candidates, especially under high time pressure. |
Harrison
Harrison Smart Questionnaire
QCT → Quantitative Critical Thinking | • Highly accurate job-fit matching using 6,800+ benchmark profiles
• Identifies both visible strengths and paradoxical leadership behaviors
• Tailored leadership competency models
• Validity: correlation with leadership success > 80% | • Strong foundation for leadership development and coaching
• Culture- and value-based matching supported through extended modules
• Enables focus on emotional intelligence and interpersonal leadership strengths
• Allows critical thinking without extreme time pressure - better suited for reflective leadership profiles | • Interpretation of paradox results requires expert knowledge or certification
• Less intuitive than gamified or app-based alternatives
• Not suitable for high-volume pre-screening or junior candidate targeting
• Mobile version currently limited |
Hogan
HPI → Hogan Personality Inventory
HDS → Hogan Development Survey
MVPI → Motives, Values, Preferences Inventory
HJS → Hogan Judgment Survey
HBRI → Hogan Business Reasoning Inventory | • Industry-leading validation and depth for leadership profiling
• Assesses both potential and derailers (HPI, HDS, MVPI)
• Large global norm base ensures cross-cultural comparability
• High predictive validity for performance and risk indicators
• Robust three-part model: traits, risks, motives | • Ideal for senior-level hiring, succession planning, or high-stakes leadership decisions
• Valuable for SMEs in regulated or high-responsibility sectors e.g. finance, healthcare
• Supports long-term development and coaching for existing leaders | • Requires certification and interpretation expertise
• High cost per report may not suit early-stage selection or smaller budgets
• May be perceived as too complex or demanding for junior profiles
• The assessment duration is time-consuming |
Ixly
ADAP → Adaptive Personality Questionnaire
AKF → Adaptive Career Values Questionnaire
AKT → Adaptive Cognitive Ability Test
AMA → Agile Mindset Assessment
SJT → Leadership Situational Judgment Test
Quinn Roles Questionnaire | • Open ecosystem enables tool flexibility and modular adaptation
• Solid behavioral base using SJTs, Big Five, and intelligence testing
• Structured UX and transparent communication across process steps
• Integrated assessment platform with full candidate communication and workflow control – easy to manage without external support.
• Short certification possible without major time investment | • Offers modular diagnostics adaptable to organizational needs
• Effective for structured team development
• Well-suited for HR teams preferring to mix own and licensed tests
• Suitable for organizations with limited HR capacity but clear competency frameworks.
| • Some modules require selection expertise; tool planning is not plug-and-play
• Limited use in executive contexts; less depth than fully integrated models
• Feedback interpretation despite overall user-friendliness is usefull
• Consultation is required to put together the ideal combination of assessments |
Korn Ferry
KFALP → Korn Ferry Assessment of Leadership Potential
KF4D → Korn Ferry Four-Dimensional Executive Assessment
ViaEdge
ESCI → Emotional and Social Competency Inventory
KFRA → Korn Ferry Readiness Assessment | • Scientifically validated tool suite combining cognitive, behavioral, emotional, and potential-based assessments
• Fully integrated leadership diagnostics via Korn Ferry Assess , viaEDGE, and ESCI
• Strong alignment with Korn Ferry Success Profiles, enabling role-specific and benchmarked insights
• Proven predictive validity in leadership selection and succession planning
• Scalable, globally consistent methodology used across Fortune 500 leadership pipelines | • Ready-to-use for leadership pipelines and high-potential programs
• Strong analytics tools to guide data-driven hiring and promotion
• Can be embedded into internal frameworks or custom workflows
• Supports end-to-end talent decisions across selection, development, and succession planning | • High-end consulting license model limits transparency in pricing
• Reports may require guided interpretation for full strategic use
• Less gamified experience compared to some newer market entrants
• Time pressure in ability tests may reduce performance for some groups
• Strict time constraints in ability tests can impact performance for reflective or non- native candidates |
3.2. Implementation Comparison
Dig deeper – what’s really inside these tools?
This section provides a detailed breakdown of how each tool is used in real-world HR settings. We analyze 25 tools across five providers, mapping them against key implementation criteria: which competencies they measure (e.g. behavior, personality, cognitive ability), and where they are applied – from selection processes to development, potential identification, and succession planning.
In addition, we include critical operational parameters for HR professionals and decision-makers: the availability of tool languages, the cost of certification, feedback delivery and tool access, and the average duration required for candidates to complete each assessment.
This practical overview offers a hands-on comparison, helping organizations choose tools not only based on methodology but also based on fit with internal processes, budget, and global roll-out needs.
Tools | Measured Competencies | Selection | Development | Potential ID | Succession Plan | 🌐 | Assessment Time | Certification Costs | Feedback Costs | Tool Costs |
Aon
• ADEPT-15
• Shapes management /executive /360
• Scales
• SJT
• ChatAssess | • ADEPT‑15: personality, motivation, leadership style, emotional traits
• Shapes management / executive / 360: leadership behavior, team fit, conflict style, adaptability
• Scales: cognitive ability, verbal reasoning, numerical reasoning, logical reasoning, memory
• SJT: situational judgment, leadership decision-making, ethical reasoning
• ChatAssess: gamified judgment, communication under pressure, behavioral alignment | • ADEPT-15
• Shapes management /executive,
• Scales
• SJT
• ChatAssess | • ADEPT-15,
• Shapes 360 | • ADEPT-15,
• Shapes management /executive, Scales | • ADEPT-15,
• Shapes management /executive, SJT, ChatAssess | 40+
| • ADEPT-15: ≈ 30 min.
• Shapes: 15-20 min.
• Scales: 6-12 min.
• SJT: 15-20 min.
• ChatAssess: 15-20 min. | 800–1,200€ | 250€/h | • Pricing is per Candidate, not per test: 60-75 € .
• Annual license starts at 25.000 € for full access to tool suite |
Harrison
• Harrison Smart Questionnaire
• QCT → Quantitative Critical Thinking | • Smart Questionnaire: paradoxical traits, motivation fit, learning agility, resilience, derailers, strategic thinking, execution focus, team influence
• QCT: critical thinking, quantitative reasoning, logic under pressure | • Harrison
• QCT | • Harrison
• QCT | Harrison , QCT• Harrison
• QCT | • Harrison
• QCT | 36+ | • Harrison:~20–30 min
• QCT: 5–10 min | 1,800 -2000€
| 300€/h | • Single-candidate assessments available,100–250 €.
• Pricing for volume licenses starts at 13.35 € per unit. 1 unit typically covers 1 full candidate assessment. |
Hogan
• HPI → Hogan Personality Inventory
• HDS → Hogan Development Survey
• MVPI → Motives, Values, Preferences Inventory
• HJS → Hogan Judgment Survey
• HBRI → Hogan Business Reasoning Inventory | • HPI: personality traits, performance style, interpersonal behavior,
• HDS: derailers, risk behavior under pressure, stress response,
• MVPI: values, drivers, cultural fit, HJS: decision-making style, judgment quality, reasoning preference,
• HBRI: business reasoning, verbal and numerical logic, | • HPI
• HDS
• MVPI
• HJS
• HBRI | • HPI
• HDS
• MVPI
• HJS
• HBRI | • HPI
• HDS
• MVPI
• HJS
• HBRI | • HPI
• HDS
• MVPI
• HJS
• HBRI | 40+
| • HPI: 15-20 min.
• HDS: 15-20 min.
• MVPI: 15–20 min.
• HJS: 15–20 min.
• HBRI: 25-30 min.
| 2,400€
2 days
| 250€/h | • HPI : 80-100 €
• HDS: 80-100 €
• MVPI: 80-100 €
• Bundle Insight Serie: 230 - 250 €
• HJS: 200 - 250 €
• HBRI: 80 - 90 €
• Executive Bundle: 540 -560 € |
Ixly
• ADAP → Adaptive Personality Questionnaire
• AKF → Adaptive Career Values Questionnaire
• AKT → Adaptive Cognitive Ability Test
• AMA → Agile Mindset Assessment
• SJT → Leadership Situational Judgment Test
• Quinn Roles Questionnaire | • ADAP: personality traits, adaptability, work style
• AKF: career motivators, values alignment
• AKT: numerical reasoning, abstract reasoning, verbal reasoning
• AMA: change readiness, adaptability, growth orientation
• SJT: leadership style, situational decision-making
• Quinn Roles: preferred leadership roles
| • ADAP
• AKF
• AKT
• AMA
• SJT
• Quinn Roles | • ADAP
• AKF
• AMA
• SJT
• Quinn Roles | ADAP
• AKF
• AKT
• AMA
• Quinn Roles | • ADAP
• AKF
• AMA
• SJT
• Quinn Roles | NL
EN
DE
FR | • ADAP: 15-20 min.
• AKF: 8-10 min.
• ACT: 20-30 min.
• AMA: 20 min
• SJT: +- 20 min.
• Quinn Roles: 10-15 min. | €600
3 hrs | 200€/h | • ADAP: 25-61 €
• AKF: 29-91 €
• AKT: 39-92 €
• AMA: 51-97 €
• SJT: 20-47 €
• Quinn Roles: 10-23 € |
Korn Ferry
• KFALP → Korn Ferry Assessment of Leadership Potential
• KF4D → Korn Ferry Four-Dimensional Executive Assessment
• ViaEdge
• ESCI → Emotional and Social Competency Inventory
• KFRA → Korn Ferry Readiness Assessment | • KFALP: learning agility, leadership traits, derailers, capacity, experience, self-awareness
• KF4D: competencies, experiences, traits, drivers, leadership readiness
• ViaEdge: learning agility, adaptability, self-insight, speed of learning
• ESCI: emotional & social intelligence, collaboration, relationship skills
• KFRA: leadership readiness, decision-making, execution, behavior under pressure | • KF4D
• KFRA
• KFALP | • KF4D
• ESCI
• ViaEdge
• KFALP | • KFALP
• ViaEdge
• KF4D | • KFALP
• KFRA
• KF4D | 45+ | • KFALP: ~35–40 min., plus ~40 min.
• Raven for full session
• KF4D: ~45 min up to 60 min.
• ViaEdge: ~30 min
• ESCI: ~30–45 min
• KFRA: 30-45 min. | For internal HR; pricing negotiated individually | 250€/h | • Single-candidate purchase not available.
Pricing starts at 20.59€ per unit /minimum 100 units.
• Number of units per candidate depends on assessment scope. |
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Last updated: May 2025