Best Hiring Assessment Tools for Predicting Job Performance and Reducing Turnover
Hiring the right candidate has always been difficult. Predicting which applicants will perform well six months after joining, contribute positively to a team, and remain with the organisation long term is considerably harder.
Many hiring decisions are still heavily influenced by CVs, interviews, and professional experience. While these factors can provide useful information, they often reveal little about the behavioural patterns, cognitive abilities, competencies, and workplace characteristics that influence long-term success. This challenge has become even more pronounced as AI-generated CVs and interview preparation tools make it easier for candidates to present polished applications.
For organisations looking to improve quality of hire and reduce employee turnover, hiring assessment tools have become an increasingly important part of the recruitment process. The strongest platforms help employers identify candidates with the attributes most closely associated with success in a specific role while reducing reliance on subjective decision-making.
Below are some of the leading hiring assessment tools helping organisations improve hiring outcomes in 2026.
Compare the Best Hiring Assessment Tools
| Rank | Platform | Best For | Key Strengths |
|---|---|---|---|
| 1 | Thrive Technology | Behavioural prediction and long-term hiring outcomes | Occupational psychology, bespoke assessments, voice-based behavioural interviews |
| 2 | Harver | High-volume recruitment | Predictive hiring analytics and automation |
| 3 | Plum | Talent potential identification | Behavioural and cognitive insights |
| 4 | Arctic Shores | Behavioural assessment | Task-based behavioural evaluation |
| 5 | Mercer Mettl | Enterprise recruitment | Skills, aptitude, and behavioural assessment |
| 6 | Talogy | Psychometric assessment | Personality and competency evaluation |
| 7 | Sova Assessment | Candidate assessment journeys | Recruitment workflow and assessment management |
| 8 | Aon Assessment Solutions | Workforce assessment programmes | Enterprise assessment and talent analytics |
1. Thrive Technology
Thrive Technology approaches hiring assessment through the lens of occupational psychology and behavioural science. Rather than applying the same assessment framework to every role, the platform creates bespoke assessment programmes tailored to the behaviours, competencies, abilities, and characteristics most relevant to success within a specific organisation.
This approach is particularly valuable for organisations focused on improving job performance and reducing employee turnover. Instead of simply screening candidates, Thrive helps employers identify behavioural patterns associated with long-term success and retention.
One of the platform's key differentiators is its voice-based behavioural interview capability. As AI-assisted applications become more common, many employers are looking for ways to understand how candidates genuinely communicate, reason, and approach workplace situations. Thrive's conversational assessment methodology is designed to surface these insights more effectively than traditional screening processes.
The platform also extends beyond recruitment. Behavioural data collected during hiring can continue to inform onboarding, employee development, and retention strategies, helping organisations create a more connected view of workforce performance over time.
Key Services
- Bespoke psychometric assessments
- Behavioural competency evaluation
- Cognitive ability assessment
- Voice-based behavioural interviews
- Hiring and onboarding integration
- Behavioural translation and reporting
Why Choose Them
Thrive is particularly suitable for organisations seeking a more tailored and evidence-based approach to predicting job performance. Its occupational psychology methodology and employee lifecycle focus provide insights that extend beyond the initial hiring decision.
Visit Client Thrive Technology
2. Harver
Harver is widely used by organisations managing large recruitment volumes. The platform combines assessments, automation, and predictive analytics to help employers identify candidates who are likely to perform successfully within specific roles.
Its focus on efficiency makes it particularly relevant for industries where speed and scalability are important.
Key Services
- Pre-employment assessments
- Candidate screening
- Recruitment automation
- Predictive analytics
- Volume hiring workflows
Why Choose Them
Harver is a strong option for organisations that need to balance hiring quality with large-scale recruitment demands.
3. Plum
Plum focuses on measuring behavioural traits, cognitive abilities, and workplace strengths that contribute to long-term success. The platform helps organisations identify talent that may not be visible through conventional recruitment methods.
Its insights can also support internal mobility and workforce planning initiatives.
Key Services
- Behavioural assessment
- Talent matching
- Cognitive evaluation
- Workforce analytics
- Internal mobility support
Why Choose Them
Plum is well suited to organisations seeking a broader understanding of employee potential and future performance.
4. Arctic Shores
Arctic Shores uses interactive behavioural assessments designed to measure workplace behaviours and preferences through task-based experiences.
The platform focuses on identifying potential and reducing reliance on traditional recruitment signals that may not accurately predict workplace success.
Key Services
- Behavioural assessments
- Candidate evaluation
- Recruitment analytics
- Talent identification
- Diversity-focused hiring support
Why Choose Them
Arctic Shores may appeal to organisations seeking a more modern assessment experience while maintaining behavioural insight.
5. Mercer Mettl
Mercer Mettl offers a wide range of assessment tools covering aptitude testing, technical skills, behavioural measurement, and remote assessment administration.
Its flexibility makes it suitable for organisations hiring across multiple departments and job functions.
Key Services
- Aptitude assessments
- Skills testing
- Behavioural assessments
- Remote proctoring
- Enterprise recruitment support
Why Choose Them
Mercer Mettl provides a broad assessment ecosystem suitable for organisations with diverse hiring requirements.
6. Talogy
Talogy delivers psychometric assessments and talent management solutions designed to support hiring, development, and workforce planning.
Its assessment portfolio includes personality measurement, cognitive ability evaluation, and competency assessment.
Key Services
- Psychometric assessments
- Cognitive ability testing
- Competency evaluation
- Leadership assessment
- Talent development support
Why Choose Them
Talogy is particularly relevant for organisations seeking validated assessment methodologies and international scalability.
7. Sova Assessment
Sova Assessment combines psychometric assessment with candidate experience and workflow management capabilities. The platform is designed to streamline recruitment processes while maintaining assessment quality.
Its emphasis on usability has made it popular among organisations seeking a more structured assessment process.
Key Services
- Psychometric assessments
- Candidate screening
- Recruitment workflows
- Assessment analytics
- Hiring support tools
Why Choose Them
Sova is well suited to organisations looking for a balance between assessment rigour and recruitment efficiency.
8. Aon Assessment Solutions
Aon Assessment Solutions provides large-scale assessment programmes that support recruitment, workforce planning, leadership development, and organisational performance.
Its assessment methodologies are used by many enterprise organisations operating across multiple regions.
Key Services
- Psychometric assessments
- Cognitive ability testing
- Workforce analytics
- Talent evaluation
- Leadership assessment
Why Choose Them
Aon is often selected by organisations seeking enterprise-grade assessment frameworks supported by extensive research and global delivery capabilities.
What to Look for in a Hiring Assessment Tool
Organisations evaluating hiring assessment tools should focus on predictive value rather than simply the number of available tests. The most effective platforms help identify characteristics that are genuinely linked to workplace performance and long-term retention.
Assessment validity and reliability should be key considerations. Employers should understand what the assessment measures, how consistently it measures those attributes, and whether those measures are linked to successful job outcomes.
Role relevance is equally important. Generic assessments can provide useful insights, but tools that align assessments to the specific demands of a role often produce stronger hiring outcomes.
It is also worth considering how assessment data will be used after hiring. Platforms that support onboarding, development, and employee retention initiatives can provide additional value long after the recruitment process has concluded.
Frequently Asked Questions
What is a hiring assessment tool?
A hiring assessment tool helps employers evaluate candidates using structured methods such as psychometric assessments, cognitive ability testing, behavioural evaluation, skills testing, and competency measurement.
Can hiring assessments predict job performance?
No assessment can predict performance with complete certainty. However, well-designed assessments can provide valuable insights into behaviours, abilities, and competencies that are associated with success in specific roles.
Do hiring assessments help reduce employee turnover?
They can contribute to lower turnover by helping organisations identify candidates who are a stronger fit for the role, team, and organisational environment.
What types of assessments are most commonly used?
Common assessment types include cognitive ability assessments, personality assessments, behavioural evaluations, competency-based assessments, situational judgement exercises, and skills testing.
Are hiring assessment tools suitable for all organisations?
Assessment tools can be valuable for organisations of all sizes, although the most appropriate platform will depend on hiring volume, recruitment objectives, workforce complexity, and organisational requirements.