10 Great Assessment Tools for High Volume Hiring (2022)

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10 Great Assessment Tools for High Volume Hiring (1)

Angelica Abanilla

Marketing Specialist at Talkpush

10 Great Assessment Tools for High Volume Hiring (2)Resumes are an easy way for recruiters to quickly assess the suitability of a candidate, but they only tell part of the story. A candidate could be perfect on paper but lack the skills you are looking for in reality. Alternatively, a candidate could have no relevant experience but become the perfect hire. So how can you make sure you don’t hire candidates who overpromise and underdeliver, and how can you find these diamonds in the rough at scale? Automated assessments are the way to go.

Automated assessments are a great way to gauge skill level and potential. They come in all shapes and sizes — from written tests to interactive games. Whatever skillset or attribute you may be searching for, there is an assessment out there for it.

Though there is a potential con here. The use of an assessment is an additional step, and more steps require more interactions. If you take too long to get back to them or if you choose the wrong kind of assessment, your chances of being ghosted by the candidate increases. In entry-level positions, even serious candidates can lose interest if the assessment is too long, boring, or complicated. According to Traitify, only 30% of candidates complete traditional word-based assessments that last at least 45 minutes. At this point, it seems like candidate assessments can cause more damage than good right?

But wait, don’t close this article just yet!

Companies that use assessments consistently are objectively working with a better pool of candidates that lead to an 82% increase in hire quality with a 62% reduction in churn. So let’s get you started with a comprehensive guide on how to select the best assessment and how you can create a seamless candidate experience by integrating your assessments with Talkpush.

Table of Contents

  • Candidate Assessments Used in Volume-Hiring

  • Top 10 Assessment Tools for Volume Hiring

  • Benefits of an Integrated Assessment

  • Best Practices to Adopt to Your Recruitment Process

  • Candidate Assessment FAQs

Candidate Assessments Used in Volume Hiring

A quick search on the internet would reveal that there is no one way to classify the different types of assessments. We could do so based on their intended purpose, method, or niche, but for this article, let’s discuss some of the most commonly used candidate assessments in high-volume hiring.

Skills Tests: Used to evaluate the required hard skills to successfully perform the job such as typing efficiency, basic Mathematical skills, and MS Office/Google Suites proficiency.

Language Tests: Allows your recruitment team to assess a candidate’s language proficiency. This could range from written tests that check on the grammar and vocabulary to oral assessments that check on pronunciation, intonation, etc.

Job Knowledge Tests: Designed to confirm the technical knowledge or professional expertise a candidate already has. This is especially for consultant roles and companies with a niche market.

Aptitude Tests: Highlights the candidate’s reasoning skills and ability to react to job simulations. This reveals behaviors on problem-solving, prioritization, and the ability to apply technical knowledge among many other things.

Personality Tests: Gives you a sense of the candidate’s preferences and ability to fit the company culture and role. The better fit they are, the more likely that the candidate would remain in the company.

System Diagnostics Tests: Ensures that candidates applying for work-from-home positions meet the minimum system requirements such as internet speed and system specs. They follow a simple pass or fail for each IT component that needs to be measured.

Top 10 Assessment Tools for Volume Hiring

There is no one-size-fits-all when it comes to finding the right assessment tool for your company. However, with the diverse selection readily available in the market, it can be overwhelming. So we’ve made a list of the top 10 assessment tools based on reviews, services offered, and convenience. This should help your recruitment team compare each of them and make the best decision according to your application process and hiring needs.

10 Great Assessment Tools for High Volume Hiring (3) Verint (formerly known as HireIQ)

Verint is a hiring optimization tool that now examines candidate proficiency and system equipment, using rich media web and vocal response technologies. It comes with a phone screening functionality that can capture audio responses and automatically analyze for key characteristics using Audiolytics. This allows for language IQ evaluation and is especially useful for recruiters that need to assess the candidate’s language proficiency, fluency, and active listening skills (Hey BPO companies, we’re waving at you!).

It can also conduct system diagnostics that determine how fast and stable your candidate’s internet really is.

Pricing: Prices are only available upon request. To know more, you can refer to their website here.

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Emmersion is an AI-powered language assessments platform that focuses on providing fast, accurate, and affordable language proficiency screening. It offers two products, both of which can adapt to the candidate’s language level and provide instant feedback to the candidate and the recruiter.

Watch Demo from the Recruitment Hackers Podcast 👇

It has WebCAPE, an adaptive assessment that evaluates the candidate’s reading, grammar, and vocabulary skills. So if a candidate was to answer a question correctly, they move on to a more difficult question. If they answer incorrectly, then they proceed to an easier question. Since there is no time limit on the assessment, it reduces the testing time to approximately 20 minutes and diminishes the boredom and frustration that candidates may feel when items are too easy or too difficult.

Then there is TrueNorth, the first fully automated speaking assessment with immediate score delivery. It measures how efficiently the candidate can process language information. The first part of the assessment is elicited imitation (a fancy way of saying listen and repeat!) which then determines the difficulty level for the second part that collects spontaneous responses. Candidates are given 30 seconds to read and prepare, and another 60 seconds to respond per question for this part.

Pricing: Pricing starts at $6 per WebCAPE assessment and $12 per TrueNorth Assessment. For more details, click here.


Traitify is a visually engaging and customizable personality assessment tool that prides itself on being the world’s fastest talent assessment! Each assessment contains a series of pictures in which candidates are asked whether or not they can identify themselves as having that kind of trait. After 90 seconds (Yes, 90 seconds is all it takes!), the candidate is assigned a personality based on openness, conscientiousness, extraversion, agreeableness, and emotional stability. These personalities are explained in terms of their strengths, weaknesses, and ideal work settings both to the candidate and recruiter; and then matched with the relevant traits needed for the job opening. You can try the assessment for free through this link.

Watch demo from the Recruitment Hackers Podcast 👇

Pricing: They have two pricing models - one of which is flexible and based on the number of applicants, hires, or store locations. Meanwhile, the other uses a subscription model that has an annual platform licensing fee. Please contact their Sales team through their website for more details.

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Berlitz is a language education center that offers a wide range of language courses for individuals and businesses alike. It prides itself on the use of the Berlitz Method which allows language learners to approach their target language in the most natural manner—through an immersive experience of real-life conversations. That is why the Berlitz Test of Speaking Skills is a popular choice in call centers. It measures how the candidate is able to handle real conversations with real people in such a way that is not robotic or monotone as the way it should be for customer service representatives (CSRs).

The way this test goes is that the candidate dials in and a human facilitator will ask a series of questions for the next 20 minutes. The structure of the conversation is almost like an interview but more casual in which the candidate’s answers often dictate the flow of the conversation. All the while, the facilitator is evaluating the candidate’s pronunciation, grammar, vocabulary, and fluency in the language.

Pricing: Berlitz has not disclosed its prices for its language tests. You may leave an inquiry at their website to know more.


Versant is an advanced AI engine that utilizes auto-marking technology to become the first fully automated spoken language test. This means its tests are designed to evaluate the reading, writing, listening, and speaking skills, and provide the recruiter with instant results. Similar to Berlitz, it has an assessment where candidates are asked to dial in and go through a series of questions. However, instead of conversing with a human, Versant utilizes an AI facilitator to evaluate the candidate in real-time and flag any suspicious behavior. This makes it another popular option in call centers as well.

Pricing: You can get a single test for as low as $32 each. However, for orders of 200 units and above, you can get a discounted price of $10-35 for each test depending on the type of test and the total number of units. For the full list of prices, click here.


Vervoe is an AI solution-oriented assessment vendor that provides realistic and role-specific tests. It lets you create unique assessments tailored to each position in a matter of minutes through the Assessment Builder. You just have to select from their library of over 300 validated assessments and customize the questions based on the relevant skills for the position. This can be done by typing in the job title which will prompt a list of relevant questions from their bank of over 300,000. They offer a diverse selection of question types such as videos, presentations, and live spreadsheets.

You will also be given tools to help train an AI to automatically grade candidates based on what you value. The system will generate a few responses which you will provide a grade from 1-10 so that it would understand what good and bad answers would look like to you. Once candidates have been graded, they are ranked and top performers are highlighted.

Pricing: The Starter package ranges from $75 to $105 per month depending on if you would prefer to pay monthly or annually. The Starter package includes the use of 2 assessments, 3 users, and caps candidates after a certain number has been reached. Alternatively, you can opt for the Professional package that is worth $399 per month when billed annually which upgrades you to 4 assessments, 6 users, and an ATS Integration. They also offer custom pricing and a free trial which you can check out on Vervoe's website.

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Test Gorilla

Test Gorilla is a human resource management tool that conducts pre-employment tests. It’s known for its cost-effective pricing scheme and easy-to-navigate interface, but don’t let it fool you. This assessment tool has a wide range of assessments from cognitive ability, software skills, personality, language, and culture fit tests which can all be found in its test library of 150 tests and counting. On top of that, you can customize the interface to include your brand colors and logo, create custom questions, and conduct one-way interviews by asking candidates to submit video answers. It also has built-in cheat prevention to ensure the integrity of the test results.

Pricing: Prices start at $25 per month which allows the use of a single assessment and up to 100 candidates for an entire year. However, don’t miss out on the free version that gives you access to ten tests from the library. Check out your options through this link.

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TestDome is an online enterprise-ready skills assessment platform that tests candidates with real-world questions and work samples. They have 50+ ready-to-use assessments and 1000+ premium questions that you can choose from and add to your custom questions to create a unique assessment.

The tests usually last less than an hour and allow candidates to use online resources during the assessment. However, the platform has built-in copy-and-paste protection and guarantees that there are no available answers to their premium questions online, forcing candidates to synthesize information. They also offer online proctoring via webcam and safety checks that prevent candidates from retaking the assessment.

Once candidates are done, they can get immediate feedback on their test score because TestDome can automatically score and sort candidates on whether they passed or failed. Recruiters can also manually do this by notifying candidates in bulk and have the option to collaborate with other users to arrive at a hiring decision. This saves time both on the recruiter and candidate end.

Pricing: Unlike the previous assessment platforms, TestDome does not have monthly subscriptions or recurring charges; instead, you can buy the tests in bulk and get a refund on those that you were not able to use. Their prices range from $7 to $20 per candidate depending on the number of tests you’d like to avail of. Their Starter package costs $100 for 5 candidates. For the full price list, click here.

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SHL (formerly known as Aspiring Minds)

SHL is a cloud-based assessment platform that uses psychometric tests and data-driven insights to help streamline talent in every major industry. It offers a wide selection of tests including cognitive ability, personality, and job simulation that can be answered on your mobile device.

Watch demo from the Recruitment Hackers Podcast 👇

This can range from coding tests to svar evaluations, a particularly useful test for call centers in need of fluent English-speaking agents. It helps identify unique attributes such as intonation, listening skills, pronunciations, etc. Another cool feature SHL has is the automated remote proctoring that leverages webcams, browser controls, keystroke analytics, facial recognition, and more. This ensures that candidates rely on their head knowledge when taking the assessment.

Pricing: There is no publicly available pricing for SHL. However, you may leave an inquiry at the bottom of their website.

HR Avatar

HR Avatar is an online all-in-one pre-employment testing tool that immerses candidates in work-related scenarios. They have an assessment catalog of over 200 animated test templates for various positions that are available in 7 languages. Once you select your assessment, it then evaluates the candidate’s skills, aptitude, and personality; and has the option to conduct remote proctoring. You can also set an automated reference check to automatically send out a five-minute survey for the candidate’s previous supervisors and coworkers. This lets you do a background check into their past work behaviors and patterns.

Another interesting feature is the ability to conduct video interviews on the platform or you can choose from their 20+ preconfigured recorded interviews. Regardless of which one, the results would include a text transcription, a playback, and a voice analysis that rates how the candidate’s voice is perceived by others.

It is important to note that their assessments are mobile-friendly and do not require strong bandwidth despite the use of animations. However, if your candidate does end up losing their internet mid-test, then they can simply refresh their browser and pick up where they left off.

Pricing: HR Avatar uses a pay-per-candidate pricing model that includes testing, reference checks, and video interviews. Starting price is $45 for a single candidate but you can get it around $25 per candidate if you get a total of 500 candidates. You can know more about their pricing models through their website.

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BONUS! Typeform

Typeform is an online software that specializes in building online forms and surveys for all occasions. Yes, that’s correct! Typeform is not an assessment provider, but we’ve decided to add it to this list as a bonus item.

Some of our clients have swapped out their language assessments on Google Forms for Typeform instead because of its more user and mobile-friendly interface. It offers survey design, configuration, distribution, and even analytics, making it super flexible and easy to customize! But like Google (and even Microsoft) forms, Typeform has similar limitations and can only accept free-text and multiple-choice questions. But because of this, the use of Typeform is a much more budget-friendly alternative for simple assessments. On top of that, you can also seamlessly integrate into Talkpush within a few days.

Pricing: Reach out to your Customer Success Manager for more details 😉

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Benefits of an Integrated Assessment

Creating a seamless process, from the very first click, to the first day on the job is a daunting task. But a worthwhile one. In high-volume hiring, and in general, speed is of the essence. Connecting all your steps, from pre-screening, to assessments, and interviews is crucial for candidates to have a positive experience, and for recruiters and hiring managers to be able to make decisions faster — and send that offer letter before anyone else does.

Faster response time

Top of the list is speed because the longer it takes to process a candidate, the higher the chances of your best candidates being seized by other hiring companies; AND because the longer they don’t hear back from you, the more likely the candidate would lose interest and abandon their application. Hence, it is crucial that candidates hear back from us ASAP. Thankfully, Talkpush has got this covered through its automated messaging. Once candidates are moved to the Shortlisted folder (or in any campaign folder at that!), automated messages can be sent out to candidates notifying them of what to expect for the next step of their application. This helps keep candidates warm and engaged.

Less manual work

If your assessment tool requires a unique link or credentials to be created for each candidate, you wouldn’t have to manually generate one, then send it to your candidates each time. Instead, you can simply move the candidate to the Shortlisted folder on Talkpush (or you can create an Autoflow action to do this for you!) and it would automatically generate the link or the unique credentials to be used by each candidate. Once that’s created, a message will be automatically sent out to the candidate containing those details. From there, your candidate can seamlessly proceed to take the assessment.

Wanna be an automation wizard? Check out Autoflow, Talkpush’s drag and drop feature that allows you to design workflows for hassle-free prescreening.

Centralized platform

When it’s a two-way integration with Talkpush and the assessment tool, information can travel back and forth between the two systems. Meaning you wouldn’t have to go to the assessment platform to generate any credentials or to check on the candidate scores, and then back to Talkpush to process the candidate. For some assessment platforms such as Vervoe, they even create a unique link that automatically shows up on the candidate profile that leads you to the candidate’s answers. In this manner, you wouldn’t have to be constantly switching between the two platforms as everything you would immediately need is reflected on the candidate profile in Talkpush.

Easy filtering & Convenient processing

Another perk of integrating your assessment is that you can filter candidates according to their scores and process them in bulk. By adding a data map, the search results will only show candidates who received a passing score. From there, you can select all of the qualified candidates and move them to the next campaign folder or send them a message all at once, informing them that they will be proceeding to the next step of their application. This way your recruitment team can focus on processing only qualified leads while Talkpush handles the rest.

Curious what other filtering capacities we’ve got? Read more about it here or you can click here to learn more about processing candidates in bulk.

Best Practices to Adopt in your Recruitment Process

To make sure qualified candidates complete your assessment, you need to set expectations, make sure it's placed at the right stage in the selection process, and a few reminders don't hurt!

Pre Screen candidates first

When thinking about the candidate experience, the truth is you don’t really want all of your candidates to take the assessment — especially if it’s a long one. A better practice is to leave assessments for candidates who are further along in the process, meaning they meet the basic requirements. With Talkpush automation, you can filter candidates based on their initial answers by asking a few knock-out questions like is the candidate of legal working age. This would set the minimum requirements for the role. Other basic requirements may include the candidate’s proximity to the job location or willingness to go onsite; If this is a work from home position, you could require the candidate to have their own laptop or internet connection.

Once candidates have met the minimum requirements, you could set up Autoflow to automatically move candidates to the Shortlisted folder which would then trigger the assessment credentials/link. This ensures that candidates hear back right in a matter of hours or even minutes, and that they are still engaged when invited to take the assessment.

Do an expectations check

Help candidates prep for their assessment, by letting them know what it’s all about beforehand. . For example, if the assessment includes video questions, then it’s best to let them know that they’ll need a working camera and mic for some of the questions. Even a simple heads-up on how long the assessment takes is a good way to reassure the candidate that it won’t take up too much of their time or if it does take a lot of time, at least they can prepare for it ahead of time instead of dropping off midpoint because they would need to do something else.

Automate reminders

Some candidates tend to delay taking the assessment. It could be that they don’t have the equipment ready or don’t have enough time at the moment to take the test. Sometimes, it could be a matter of mentally preparing themselves as well. Regardless of the reason, this could kill the momentum and lead the candidate to forget about the test. A good way to address this is to set up automated reminders. Checking in with candidates regarding the next steps through automated messaging is proven to decrease the drop-off rate. Plus, it also allows the candidate to raise any queries or concerns that she may have that are hindering her from taking the assessment.

Candidate Assessment FAQs

  • What are the benefits of having a candidate assessment?

There are many benefits to adding a candidate assessment to your recruitment process. First, you get to ensure that you are getting quality hires that can get the job done. Second, completed assessments are an indication of whether a candidate is serious about applying for the role as some candidates would lose interest once asked to take a test. Lastly, you get to evaluate candidates based on their ability to perform and not just on their resume, allowing your diamonds in the rough to shine!

  • What are the types of assessments that are commonly used?

It depends on the industry. For BPO companies, there are language assessments that help them gauge the communication and English comprehension skills of the candidates. The retail industry would have situational and role-based skills tests (think typing tests and Microsoft proficiency for administrative roles!). Meanwhile, management positions are more likely to have job knowledge tests as they are expected to achieve a certain level of technical proficiency. However, across industries and various positions, we would be able to see the use of personality tests to determine cultural fit.

  • How can I make sure more candidates complete the assessment?

Invite candidates to take the assessment while they are still engaged. Prepare them ahead of time by letting them know what to expect and what they need. Send out reminders for those who have not completed their assessments after a few days. Choose an assessment with a user-friendly interface (better if it’s one that can be done on their mobile device as well!) and keep the test as short as possible.

  • Do candidates like taking assessment tests?

A recent study conducted by Zety reveals that candidates spend an average of 11 hours a week looking for a new job and that it is easy to get burned out fast. After a few weeks, job descriptions and interviews start to look the same. With that, candidates are quick to engage when given the chance to rise above their resumes and showcase what makes them great. Candidates (especially those with little to no relevant experience) appreciate the opportunity to prove themselves. Even when they aren’t hired, assessment tests offer a break from the repetition of a stale job hunt.

  • How can I include assessments as a frictionless part of the recruitment process?

The answer to this is simple - automate it! All of the mentioned assessment platforms can be readily integrated with whatever HR technology you are currently using. If you didn’t see your assessment provider on the list, don’t panic. So long your assessment tool has an open API, then it should be no problem. You can reach out to your Customer Success Manager to find a Talkpush solution that best fits your recruitment needs!

Talkpush integrates with all major assessment providers, allowing recruiters to automatically send assessment links, check scores inside Talkpush, and set up triggers that move candidates to next steps depending on their results.

Request a demo to find out how you can optimize your process, for a better and faster candidate experience. 👇

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