Assessment tools are used for two very different purposes and the standards differ sharply between them. Used for development, a questionnaire that prompts a useful conversation is doing its job. Used to select between candidates, the same questionnaire is a decision about somebody's livelihood and has to be job related and defensible.
Selection and development are not the same standard
For development, face validity and a good conversation are enough. For selection, the instrument should be demonstrably related to performance in the role, applied consistently, and not disadvantage groups without justification. Vendors sell the same product for both purposes and the buyer has to hold the second standard themselves.
Ask for the evidence
Reliability, validity against job performance, the population the norms were drawn from, and any analysis of differences between groups. Reputable suppliers have technical manuals and provide them. A supplier who offers testimonials instead of a technical manual is not offering a selection instrument, whatever the marketing says.
Monitor your own outcomes
Whatever the published evidence, monitor progression rates by group at the assessment stage in your own process. This finds a problem while it is still cheap to fix and demonstrates that you were looking. It is straightforward to produce from an applicant tracking system and is rarely done.
Questions people ask about hr assessment tools
Are personality questionnaires valid for hiring?
Some are, for some roles, with evidence. Using one without checking its relevance to the job is where employers run into difficulty.
Should candidates get feedback?
It is good practice and in some places expected. It also improves the candidate experience at low cost.
Can assessments be used to rank candidates?
Only where the instrument is job related and applied consistently, and you should monitor outcomes by group.