Candidate Assessment

Candidate assessment is the process of evaluating job applicants using various tools and techniques to determine their suitability for a role. In simpler terms, it’s how employers figure out if a candidate is more than just a well-polished resume.

A study by the Aberdeen Group found that companies using pre-hire assessments improve their hiring outcomes by 36%. Another report from the Harvard Business Review highlights that unstructured interviews (where you “go with your gut”) are poor predictors of job performance. Instead, data-driven assessments provide an objective way to determine who’s actually a good fit.

Types of Candidate Assessments 

1. Skills Tests 

Think of these as pop quizzes for adults. They measure specific abilities, such as coding for developers or writing for content creators. Platforms like Codility and TestGorilla make this easy.

2. Personality Assessments 

Ever taken the Myers-Briggs test? Employers use similar tools to see if you’re a fit for their culture. (Spoiler: If they’re looking for an extrovert and you score as an introvert, you might be out of luck.)

3. Cognitive Ability Tests 

These test problem-solving, numerical reasoning, and logic. Think SATs but worse because your job depends on it.

4. Situational Judgment Tests (SJTs) 

You’re given real-world scenarios and asked how you’d react. If you’re applying to retail, expect something like, “A customer is yelling at you. What do you do?”

5. Work Sample Tests 

These involve completing a task similar to the actual job, like writing an article (hello, fellow writers) or debugging code.

6. Video & AI-Based Assessments 

Increasingly, companies are using AI to analyze facial expressions, speech patterns, and even eye movement. Big Brother is hiring, and he’s watching you.

Now that we’ve got the basics, let’s talk about why these assessments matter and how they influence hiring decisions.

Why Candidate Assessments Are a Game-Changer for Hiring

Employers don’t just wake up one day and decide, “Let’s make applicants take a 45-minute quiz for fun.” These assessments exist because bad hires are expensive. According to the U.S. Department of Labor, a bad hire can cost up to 30% of an employee’s annual salary.

But there’s more:

• Reduces Bias: Structured assessments prevent unconscious bias by focusing on data rather than gut feelings.
• Predicts Performance: Research from LinkedIn suggests that skill-based hiring is a better predictor of success than resumes alone.
• Speeds Up Hiring: A good assessment can cut down recruitment time by 50%, allowing HR teams to filter out unqualified candidates faster.

However, as much as these assessments help employers, they also frustrate job seekers. So, how do you prepare for one?

How to Take a Candidate Assessment?

To get the most out of candidate assessments, recruiters should take a strategic approach to ensure fair, data-driven hiring decisions. Here’s how:

1. Clearly Define Assessment Objectives

Before selecting an assessment, determine what you need to evaluate—technical skills, cognitive ability, cultural fit, or situational judgment. Align assessments with the job’s key requirements to avoid unnecessary testing.

2. Choose the Right Tools

Select assessment platforms that provide accurate, bias-free insights. Tools like Codility (for coding tests), SHL (for cognitive ability tests), and HireVue (for AI-driven video interviews) help streamline the process.

3. Ensure a Positive Candidate Experience

A long, complicated assessment process can discourage top talent. Keep assessments concise, user-friendly, and relevant to the role. Provide clear instructions and technical support if needed.

4. Use Data for Objective Hiring Decisions

Avoid gut-based decisions and instead rely on structured scoring models. Track performance metrics and compare candidates based on standardized benchmarks to improve hiring accuracy.

5. Be Transparent About the Process

Let candidates know what to expect before they start. Providing insights into the assessment format, timing, and purpose builds trust and improves engagement.

6. Monitor and Optimize Over Time

Regularly review the effectiveness of assessments. If a test isn’t predicting job performance accurately or is causing high dropout rates, adjust the format or scoring criteria.

By following these steps, recruiters can enhance hiring efficiency, reduce bias, and ensure they select the best candidates—while also maintaining a positive candidate experience.

What Is the Target Application Assessment?

If you’ve ever applied for a job at Target, you’ve probably encountered their application assessment—a test designed to filter out candidates before an interview.

What’s in the Test?

• Personality & Work Ethic Questions – They’ll ask things like, “Do you prefer working alone or in a team?” The trick is to answer based on what they want, not your personal preference.
• Situational Judgment Test (SJT) – Example: “A customer is yelling at you about a missing item. What do you do?” Choose the most customer-friendly option.
• Basic Math & Logical Reasoning – Nothing too complex, but expect some quick calculations.

How to Pass Target’s Assessment

• Emphasize Customer Service – Retail is all about customer experience. If an answer leans towards being helpful and patient, pick it.
• Don’t Overthink Personality Questions – Be consistent with responses.
• Prepare for Time Constraints – Some sections are timed, so don’t dwell on one question for too long.

The Future of Candidate Assessments: AI, Gamification & More

The world of candidate assessments is evolving fast. Here’s what’s coming:

1. AI-powered hiring: 

Tools like HireVue and Talowiz analyze voice tone and facial expressions in video interviews, helping recruiters make data-driven hiring decisions.

2. Gamification

Companies like Arctic Shores use interactive games to assess cognitive and personality traits.

3. Automated screening:

 ATS platforms like Workable and Manatal integrate with assessments for seamless hiring.

While some fear AI will replace human recruiters, experts believe it will enhance hiring, making it faster, fairer, and more accurate.

Candidate Assessments—Necessary Evil or Hiring Superpower?

Like it or not, candidate assessments are here to stay. For employers, they improve hiring accuracy, reduce turnover, and streamline recruitment. For candidates, they provide an opportunity to prove their skills—beyond just a polished resume.

So next time you’re asked to take an applicant assessment, don’t panic. With the right prep, you can turn hiring tests from an obstacle into an opportunity. And if all else fails, remember: at least you won’t have to answer “Where do you see yourself in five years?” for the hundredth time.