CVs describe what people say they can do. Interviews show how well they talk about it. Pre-employment tests try to measure the thing itself: whether a candidate can write the SQL query, handle the angry customer, reason through an unfamiliar problem or work the way the job demands.
Done well, testing makes hiring fairer and more predictive, especially when it replaces CV screening for roles where credentials say little about ability. Done badly, it adds a hurdle that screens out good people for reasons unrelated to the job. This guide compares six testing platforms and covers the rules that keep testing fair and lawful.
We compare tools on what their own websites say and what they publish about price. We have not run paid trials, and we have left out vendors' outcome claims (reduced turnover, faster hiring), because the sites do not explain how those figures were measured. Prices are as published in November 2026 and exclude tax.
Types of pre-employment test
| Test type | What it measures | Typical use |
|---|---|---|
| Skills tests | Specific job knowledge: Excel, coding, accounting, languages, typing | Screening for technical and administrative roles |
| Cognitive ability | Reasoning, problem-solving, learning speed | Roles that change often or require judgement |
| Personality | Work-related traits and preferences | Fit with the demands of a role, usually alongside other measures |
| Situational judgement | Choices in realistic work scenarios | Customer-facing, supervisory and graduate roles |
| Job simulations | Performing real tasks in a mock work environment | Roles where the work itself is easy to sample |
| Emotional intelligence | Recognising and managing emotions | Leadership and client roles |
The most useful assessments are built from the job's real tasks. If you are moving away from CV-first hiring, our skills-based hiring guide explains how to define the skills a role needs before you choose a test.
The six tools at a glance
| Tool | Strength | Library (vendor figure) | Published price |
|---|---|---|---|
| TestGorilla | Self-serve skills testing for SMBs and mid-market | 350+ tests on paid plans | Free; Core from $215/month; Plus from $520/month (annual) |
| Criteria | Validated cognitive, personality and EI tests | Not stated | No (free trial) |
| SHL | Established ability and personality tests at enterprise scale | Not stated; OPQ personality questionnaire | No |
| Vervoe | Job simulations graded to your preferences | Built from your real tasks | No |
| iMocha | Technical and coding skills plus skills intelligence | 10,000+ assessments | No |
| HireVue | Assessments inside a full AI hiring platform | Skills tests and game-based assessments | No |
TestGorilla
TestGorilla publishes its prices on its pricing page. The free plan includes 10 credits a month, five essential skills tests with unlimited use and limited use of 180+ more. Core starts at $215 per month per account and Plus at $520 per month, both billed annually, with 350+ tests. Plus adds premium tests, a 100+ AI interview library, job simulations, custom video questions and ATS and API integrations. Paying annually saves 25%.
- Strength: the easiest place to start. Most teams can build an assessment and send it the same day.
- Watch for: ATS integrations are listed only on Plus; on lower plans you will move results across by hand.
- Best for: small and mid-sized teams screening for skills at volume without an enterprise contract.
Criteria
Criteria's website lists cognitive aptitude, personality, emotional intelligence, risk, skills and game-based assessments, plus asynchronous and live video interviewing with AI proctoring. It describes "scientifically validated pre-employment tests" backed by "more than 20 years of rigorous validation by a dedicated team of I/O Psychologists" and a scientific advisory board, says it is ISO 42001 certified for AI management, and reports more than 4,000 customers.
- Strength: the focus on validation. If you plan to use cognitive or personality results in decisions, you want a vendor that can show validity evidence.
- Watch for: no published prices on the home page; there is a free trial.
- Best for: organisations of any size that want validated aptitude and personality testing with documented science.
SHL
SHL's website covers cognitive assessments, job-focused assessments, the Occupational Personality Questionnaire (OPQ), the Motivational Questionnaire, situational judgement tests, skills and simulations for call centre, coding, technical and language roles, and video interviews. It says 45 million SHL assessments are taken every year and that it serves more than 10,000 businesses.
- Strength: breadth and longevity, with assessments for graduate, manager, professional and volume hiring and for development and succession planning.
- Watch for: no published pricing on the home page; enterprise sales route with an online purchase option for some products.
- Best for: large employers that want one provider for selection and development assessment.
Vervoe
Vervoe's website centres on job simulations: "a sequence of tasks in a realistic work environment" with tools such as ticketing, CRM and project management. Machine-learning models learn from how your team grades responses, and each score traces back to the tasks behind it. Scores and report cards sync to your ATS or HRIS.
- Strength: realism. Candidates do a version of the job, which tends to feel fairer to them and gives you work samples to discuss in interview.
- Watch for: no published pricing on the home page; simulations take longer to design than off-the-shelf tests.
- Best for: professional and volume roles where the work can be sampled, and skills-first organisations.
iMocha
iMocha's website cites more than 10,000 assessments covering coding, cognitive, domain, technical and communication skills, with AI interviews and proctoring. A separate skills-intelligence product maps which skills an organisation has and needs, with connections to Workday, SAP SuccessFactors and Oracle.
- Strength: depth in technical skills and coding, plus use beyond hiring for internal mobility and learning.
- Watch for: no published pricing; aimed at enterprises.
- Best for: large employers hiring technical talent at scale.
HireVue
HireVue's website describes assessments as part of a wider AI hiring platform: "critical skills are verified with predictive tasks that show instead of tell", including job-related skills tests, game-based assessments and structured interview insights, alongside an AI interviewer and scheduling.
- Strength: one platform from first screen to interview for high-volume hiring.
- Watch for: no published pricing; AI scoring brings extra legal obligations (see below).
- Best for: large employers that want assessment, screening and interviewing combined.
Testing fairly and lawfully
Tests are only as fair as the way you choose and use them. The U.S. Equal Employment Opportunity Commission's guidance on employment tests is the place to start for U.S. employers. Its main points:
- Several laws apply. Title VII covers race, colour, religion, sex and national origin; the ADA limits disability-related questions and medical examinations before a job offer and requires reasonable accommodation; the ADEA protects workers aged 40 and over.
- Disparate impact counts, not just intent. A neutral test that screens out a protected group more often is unlawful under Title VII unless it is job-related and consistent with business necessity, and even then a less discriminatory alternative can be required.
- Validation is your responsibility. The Uniform Guidelines on Employee Selection Procedures describe how to show a test is job-related. Vendor documentation helps, but the employer remains responsible.
- Accommodate. Offer formats such as extra time, a reader or audio versions for candidates with disabilities, unless that would cause undue hardship.
- Keep tests current. Review them when the job changes.
In practice: test only for skills the job genuinely needs, use the same assessment for everyone applying for the same role, monitor pass rates across groups, and treat a test as one input alongside a structured interview, not the final word.
How to choose
1. Start from the job, not the catalogue. List the three to five things a new hire must do well in their first six months. Choose tests that measure those things directly. A long battery of generic tests adds candidate drop-off without adding prediction.
2. Keep it short. Every extra test reduces completion, especially for candidates who already have a job. Aim for an assessment that respects candidates' time, and tell them how long it takes before they start.
3. Match the test to the hiring stage. Short skills checks work early; longer simulations suit shortlisted candidates who have more reason to invest time.
4. Ask for validity evidence. Request the technical manual or validation summary for any cognitive or personality test, and ask how the vendor monitors adverse impact.
5. Check the integration. Results that do not flow into your ATS get ignored. Confirm the sync works with your system before you sign.
6. Track outcomes. SHRM's 2025 benchmarking found that only 20% of organisations track quality of hire. Compare test scores with performance after six to twelve months to see whether your tests predict anything.
You can try a simple version on our free recruitment assessment tool before committing to a platform.
Getting candidate experience right
Candidates judge your company by how you test them. A few habits make a large difference:
- Explain why. Tell candidates what the test measures and how it relates to the job.
- Give a time estimate and a deadline that fits around a working week.
- Offer accommodations up front, not only on request after someone struggles.
- Share something back. Even a short summary of strengths helps candidates who are not progressed feel the time was worthwhile.
- Never ask for unpaid real work. A simulation should sample the job, not deliver something you will use.
Why testing matters more now
Skills change faster than job titles. Microsoft and LinkedIn's 2024 Work Trend Index found that 66% of leaders say they wouldn't hire someone without AI skills. CVs rarely show whether someone can actually use a tool well; a short, practical task does. At the same time, SHRM's 2025 Talent Trends research found that 69% of U.S. organisations were still struggling to fill full-time roles. Skills tests let you widen the pool to people without the usual credentials and still hire with confidence.
Frequently asked questions
What is pre-employment testing software?
A platform for sending candidates assessments (skills tests, cognitive ability, personality, situational judgement or job simulations), scoring the results and comparing candidates, usually connected to your applicant tracking system.
Are pre-employment tests legal?
Yes, when they are job-related, used consistently and do not unfairly screen out protected groups. In the U.S., the EEOC's guidance explains how Title VII, the ADA and the ADEA apply, including the duty to provide reasonable accommodations.
Which pre-employment testing software is cheapest?
Of the tools here, only TestGorilla publishes self-serve prices: a free plan, then Core from $215 and Plus from $520 per month billed annually. Criteria offers a free trial; the others quote on request.
Do personality tests predict job performance?
They can add information when they measure traits relevant to the job and come with validity evidence, but they work best alongside skills tests and structured interviews rather than on their own.
How long should a pre-employment test be?
As short as possible while still measuring what the job needs. Tell candidates the expected time up front, and keep longer simulations for later stages.