Top Assessments for Evaluating Candidate Skills

Top 10 Assessments for Evaluating Candidate Skills

It’s a darn shame following our intuition doesn’t always work with hiring. For this, there’s a remedy… Pre-Employment Skills Assessments. Sounds boring huh? With this list of top sites to help you hire your next, absolutely amazing, “where have you been all my life?!” employee, you’ll probably never use the words “boring” and “assessment” in the same sentence again.

Evidence-based hiring and data-driven results are the common themes of the following top sites, taking the guesswork out of hiring…saving your intuition for other important areas of your life.

Top Assessment Sites for Evaluating Candidate Skills


Say goodbye to unconscious bias and CV’s and hello to a positive candidate experience with TestGorilla’s data driven assessments. Pre-screen talent for real-world job performance plus job-specific skills like coding or general skills like critical thinking. They also offer personality and value tests which “allow you to get to know your applicants as real people – not just pieces of paper.” 


This interviewing platform, designed for technical screening and IT talent acquisition best serves employers who need to screen large numbers of technical talent in a jiffy. eTeki features access to technical experts in-house. Their video interviewing tools are powered by a web of trained and certified IT specialists and they offer services to assess each candidate’s technical skills in real-time.


An innovative recruitment platform that takes the shape of an interactive, immersive game. Potential hires will be asked to walk through a game and make key decisions based on a series of conflicts encountered along the way. Their psychometric assessment tool is designed to evaluate a candidate’s soft skills and provide insight into a candidate/player’s strengths and weaknesses in the specific areas of resilience, flexibility, adaptability, and decision making.


TestDome provides programming, aptitude, and administrative tests to candidates by giving them a sample of actual work. TestDome uses Evidence-Based Hiring methodology to make data-driven hiring guidance and runs on the knowledge that work-sample testing is a better standard of work performance than indirect measures, like education level, personality, or IQ. Public questions are free, while premium questions are available only on a paid account.

Practice Aptitude Tests / Recruiting

Partners with to offer employers a “psychometric testing platform.” The included tests have been professionally written by experienced occupational psychologists fluent in developing tests assessing candidates for graduate & professional jobs.


PSI is unique in that they also specialize in a variety of non-technical roles. Talent consulting for hiring and development is included in their services. Assessments are scalable to suit a few or millions of candidates who have the chance to experience real-world challenges showcasing the hiring company’s brand. All assessments include instantaneous reporting.


Providing aptitude, personality, and skills tests, Criteria believes a successful employee assessment program begins with choosing rigorously vetted and validated, job-related tests. This is exactly why they provide unique tests to help inform hiring decisions that reflect the abilities and skills that are required for each unique role.


Oh, and just to be safe…

5 tips from Forbes to ensure pre-employment assessments delivers the desired business outcomes and is legally defensible…

Employers can increase the likelihood of hiring high-quality candidates by using pre-employment skills assessments to help screen and select the best candidates for jobs. Administered correctly, pre-employment assessments can help companies save time and cost in the selection process, decrease turnover, increase productivity, and improve morale. Even though screening assessments are occasionally challenged in court, companies can reduce their legal risk by ensuring test validity and reliability, ensuring they do not cause a disparate impact on minorities or protected groups, and consistently applying the method to all candidates.

  1. Choose the right assessments and certify validity and reliability
  2. Ensure assessments meet all EEO laws
  3. Conduct thorough research if purchasing assessments from outside companies
  4. Avoid assessment questions of an overly personal nature or that are considered offensive
  5. Do not rely solely on assessment results to choose candidates

Share this post!