A talent assessment tool makes predictions about people, and in hiring those predictions are regulated. The first question is not what it measures but what evidence exists that it predicts performance in your kind of role.
Ask for the validity evidence, specifically
A technical manual, the criterion validity studies, the samples they were run on and the roles they covered. General claims that an instrument is validated are not evidence; a study on customer service roles does not transfer to software engineering. If a vendor cannot produce a manual, that is the answer to the purchasing question.
Adverse impact has to be monitored, not assumed away
Selection procedures that screen people out are subject to established guidance, and a tool that passes fewer candidates from one group than another needs examination and, often, justification. Monitor your own pass rates by group rather than relying on the vendor's study, because impact depends on your applicant pool as much as on the instrument.
Use it as one input, with a person deciding
Assessments are most defensible and most useful as one structured input alongside a structured interview and a work sample. Automatic rejection on a score is where both the legal exposure and the bad hiring decisions concentrate. Set the rule in advance, apply it consistently, and record who made the decision.
Candidate experience and accessibility are part of the choice
A long assessment early in the process loses good candidates, and an inaccessible one excludes people you are obliged to accommodate. Ask about time to complete, mobile usability, adjustments for disabled candidates and how results are explained. These are practical questions with legal edges and they are easy to forget in a demo.
Questions people ask about talent assessment tool
Are personality tests useful in hiring?
Weakly on their own and better as structured input alongside work samples. The evidence varies a lot by instrument and by role.
What should we never do with a score?
Reject automatically without a documented, validated basis and a person accountable for the decision.
Do we have to tell candidates?
You should tell them what is being assessed and how, and you must be able to explain the basis of a decision if asked.