SHL
Video interviewing software
Talent assessment software
Technical skills screening software
Candidate relationship management software
Interview scheduling software
Career management software
Skills management software
Talent intelligence software
Assessment software
Recruiting software
Pre-employment screening software
Talent management software
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- Features
- Ease of use
- Ease of management
- Quality of support
- Affordability
- Market presence
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What is SHL
SHL is a talent assessment platform used to evaluate candidates and employees using psychometric tests, cognitive and behavioral assessments, and job-focused simulations. It supports hiring and internal talent decisions by providing standardized assessment content, scoring, and reporting for recruiters, HR teams, and hiring managers. The product is commonly deployed as part of high-volume recruiting, early-career hiring, and selection programs where consistency and compliance are important. It also offers integrations and APIs to connect assessment workflows with applicant tracking and recruiting systems.
Broad assessment content library
SHL provides a wide range of assessment types, including cognitive ability, personality/behavioral measures, situational judgment tests, and role-specific simulations. This breadth supports multiple job families and seniority levels without requiring separate point solutions. Organizations can standardize on one vendor for many assessment use cases across regions and business units.
Enterprise-grade reporting and analytics
The platform includes structured score reports and dashboards designed for recruiter and hiring-manager consumption. It supports comparing candidates against job-relevant benchmarks and producing documentation useful for auditability in selection processes. These capabilities fit organizations that need repeatable, defensible decision support at scale.
Integrations for recruiting workflows
SHL offers integrations and APIs to embed assessments into end-to-end recruiting processes, reducing manual handoffs between systems. This helps automate invitations, reminders, and result delivery back into recruiting records. It is particularly useful when assessments must be triggered consistently across high-volume requisitions.
Implementation and governance overhead
Deploying assessments across roles often requires upfront job analysis, configuration, and stakeholder alignment on benchmarks and pass/fail rules. Larger programs may need ongoing governance for content selection, validation, and change control. This can make time-to-value longer than lighter-weight tools focused mainly on interviewing or scheduling.
Candidate experience varies by test
Assessment-heavy workflows can increase candidate time investment compared with simpler screening approaches. Depending on the assessment battery chosen, candidates may perceive the process as lengthy or repetitive. Organizations typically need careful sequencing and communication to reduce drop-off in competitive talent markets.
Not a full recruiting suite
While SHL connects to recruiting systems, it does not replace core applicant tracking, candidate relationship management, or interview scheduling platforms. Teams looking for an all-in-one recruiting system may need additional products for sourcing, pipeline management, and interview operations. As a result, buyers should plan for integration and data consistency across systems.
Seller details
SHL
London, United Kingdom
1977
Private
https://www.shl.com/
https://x.com/shlglobal
https://www.linkedin.com/company/shl/
