There’s no shortage of tools to help you assess candidates. But not all assessments are created equal. Some are fast. Some are fun. Some are backed by science. The trick is knowing which one to use, and when.  Here’s a simple breakdown of three common types of assessments, what they’re good at, and where they can trip you up.

AI Assessments

Efficient, but unproven.

AI assessments use algorithms to analyse things like word choice, facial expressions, or video interviews. They’re fast, scalable, and often built into recruitment platforms.

Why people like them

• Quick to run
• Easy to automate
• Can handle large volumes

What to watch out for

• Many tools aren’t validated
• Algorithms can be biased or unclear
• Hard to explain or defend decisions

Use with care. AI can help with early screening, but it’s not ideal for high-stakes roles or decisions that need to be backed by evidence.

Gamified Assessments

Fun, but low face-validity

Gamified assessments turn testing into a game, think puzzles, simulations, or timed challenges. They’re designed to be engaging and reduce test anxiety.

Why people like them

• Can provide a good candidate experience
• High completion rates
• Feels modern and interactive

What to watch out for

• Often not linked to job performance
• Can feel gimmicky to hiring managers
• Results may be hard to interpret

Use for engagement. Gamified tools are great for certain programs but should be paired with more robust methods to get a more useful picture.

Psychometric Assessments

Predictive and defensible

Why people like them

• Strong predictive validity
• Scientifically benchmarked
• Easy to defend in regulated environments

What to watch out for

• Less flashy than newer tools
• Needs thoughtful interpretation
• Can feel clinical if not well-integrated

Use for confidence. Psychometrics are the gold standard for making fair, informed, and defensible hiring decisions.

So, what’s the smart move?

Use the right tool for the right job.

• Want speed? AI might help, but check the science
• Want engagement? Gamified tools can boost experience, but don’t rely on them alone
• Want confidence? Psychometric assessments are your best bet

Ready to assess for success?

Whether you’re hiring one person or a hundred, for frontline roles or future leaders, Hudson’s assessment services are built to handle it all.

We combine speed, scale, and scientific rigour to help you:

• Make better hiring decisions
• Create happier, more fulfilled teams
• Accelerate speed to performance

Our assessments cover:

• Personality – how people lead, think, and work under pressure
• Motivation – what drives them and where they’ll thrive
• Reasoning – how they solve problems and handle complexity
• Judgement – how they make decisions and collaborate
• Skills – over 300 technical tests from digital literacy to customer service

Let’s talk about how we can support your hiring process with tools that are predictive, defensible, and designed for real-world impact.

Speak to our team today about building a smarter, fairer, and more confident way to hire.