Make talent quality your leading analytic with skills-based hiring solution.
Most hiring teams don’t struggle to find candidates, they struggle to tell which ones can actually do the job. That gap is exactly what good skills assessment tools are built to close. Instead of relying on a resume, a gut feeling, or a single interview, a structured assessment gives you evidence: how a candidate solves a real problem, communicates under pressure, and performs a task close to what the job actually requires.
The Glider Assessment Suite brings the main categories of skills assessment tools together in one connected platform, technical assessments, an AI Assistant, behavioral tests, competency assessments, and coding simulations, so hiring teams aren’t stitching together five different point solutions. This guide walks through each piece, what it measures, and how they work together to strengthen the hiring decision.
The Glider Assessment Suite consolidates every major evaluation method recruiters typically need into one location, so teams can measure capability, confirm job readiness, and reduce uncertainty without switching tools mid pipeline. Every assessment is built around authentic work scenarios rather than abstract quiz questions, which means candidates demonstrate their actual thinking, collaboration style, and approach to work, not just their ability to recall facts.
Technical assessments evaluate proficiency across software engineering, data, and IT support roles. The assessment engine adjusts difficulty and requirements to the specific role, which helps surface candidates who can actually convert textbook knowledge into a working solution, not just candidates who interview well.
The AI Assistant supports candidates during technical assessments and live coding interviews, offering task level guidance while giving hiring teams visibility into how a candidate reasons through a problem and collaborates with a tool. It’s a small addition that makes the difference between measuring “did they get the right answer” and “how did they get there.”
Behavioral tests reveal traits that a resume can’t: work preferences, judgment patterns, and interpersonal capabilities. Structured, standardized behavioral assessment is also one of the more evidence backed ways to reduce bias in hiring; one widely cited example from Psicosmart found a sizable rise in hires from underrepresented groups after a company introduced psychometric evaluation into its process.
Competency assessments measure real world job task performance through shared workspaces, video, or recorded formats, verifying functional knowledge and decision making in conditions that resemble the actual job rather than a sterile test environment.
Coding simulations recreate the tools, workflows, and constraints a candidate will face after they’re hired, so a strong result on the simulation is a genuinely predictive signal of on the job coding ability, not just an ability to pass a puzzle.
Each component of the suite is built to answer a different question that a resume alone can’t: technical assessments validate knowledge, competency assessments verify performance, behavioral tests reveal mindset and working style, coding simulations confirm hands on readiness, and the AI Assistant adds visibility into how a candidate actually thinks. Used together as one connected set of skills assessment tools, rather than as five disconnected point solutions, they create a hiring process that is more structured, more fair, and considerably more predictive of on the job success than interviews alone.
The suite integrates directly with the ATS and HR tech platforms you already run, so assessment results and rankings sync automatically into your existing pipeline instead of living in a separate system your team has to check manually.
Glider’s assessments replicate authentic job environments rather than relying on generic questionnaires or memory based tests, so they measure genuine skill instead of test taking ability.
Yes. Recruiters can customize assessments to match job requirements, seniority level, technical stack, and industry specific competencies.
The platform uses standardized scoring, structured evaluation workflows, and objective performance data to minimize subjective bias and keep candidate assessment consistent across the pipeline.
Yes. The AI Assistant offers task guidance, clarifies instructions, and promotes transparent problem solving without doing the work for the candidate.
Integration happens through direct connections with leading ATS and HR tech platforms, so results and candidate rankings sync automatically instead of requiring manual upload.
A skills assessment tool is software used during hiring to measure a candidate’s actual ability to perform job related tasks, through methods like coding simulations, technical tests, behavioral evaluations, or job based competency exercises, rather than relying only on a resume or interview.
Pricing varies by vendor and usually depends on assessment volume, the number of modules used (technical, behavioral, coding, etc.), and whether you need enterprise level ATS integration. It’s best to request a live quote based on your hiring volume rather than budget off a number found in a blog post.
Yes. While technical assessments and coding simulations focus on engineering and IT roles, the behavioral and competency assessment modules are built for evaluating any role where judgment, communication, and real world task performance matter.
Technical skills assessments have become the foundation of modern engineering hiring. Yet just a few years ago, most technical hiring teams still relied heavily on resumes, recruiter screenings, and live whiteboard interviews to evaluate engineers. While common, these methods were often slow, inconsistent, and prone to favouring candidates who performed well in interviews rather than […]
Skills assessments are is often treated as a single step in the hiring process. In reality, they run through the entire hiring workflow. They appear in different forms depending on the hiring stage, the role being evaluated, and the level of hiring risk a team is willing to take. If you look at the broader […]
Why Skills Assessment Has Become a Hiring Priority Hiring teams are not struggling because they lack candidates. They are struggling because traditional hiring signals no longer predict performance reliably enough. A polished resume does not guarantee execution. Strong interview performance does not always translate into strong on-the-job performance. And as hiring volumes grow, these gaps […]
