Evaluation principle
Compare both platforms using the same roles, success profiles,
candidate groups, assessment stages, time limits, simulation
requirements, interview criteria, monitoring policies, reports,
integrations, accessibility standards, and commercial assumptions.
Define
Job success
Measure
Skills and potential
Simulate
Real work
Interview
Human evidence
Review
Reports and integrity
Select
Platform fit
Platform profiles
Begin with the type of talent evidence your organisation needs
CloudTest and Aon Assessment can enter the selection process from
different starting points. Clarify whether the priority is connected
online hiring assessments, global assessment science, immersive
simulations, virtual assessment centres, technical hiring, high
volume recruitment, or workforce development.
CLOUD
CloudTest evaluation profile
Connected hiring workflow
Assess skills, reasoning, behaviour, personality, communication,
and test integrity in one candidate journey.
Evaluate role-based coding, technical, cognitive, behavioural
and psychometric assessments together with structured AI video
interviews, configurable remote-monitoring controls, bulk
invitations, candidate scorecards, campus hiring, lateral hiring
and internal assessment workflows.
Review ability and skills tests, behavioural assessments, coding
assessments, gamified experiences, situational judgement and job
simulations, video interviews, virtual assessment centres,
remote proctoring, graduate recruitment, volume hiring,
leadership, talent mobility, and development requirements.
ABLE
Ability and skills assessments
GAME
Gamified candidate experiences
SIM
Job and business simulations
CENTRE
Virtual assessment-centre workflows
Assessment spectrum
Compare seven evidence layers across the selection process
Do not compare platforms only by counting assessments. Review what
each method measures, how it maps to role performance, what the
candidate experiences, how results are interpreted, and whether
reviewers can act on the evidence.
CODE
Technical capability
CloudTest evaluation
Role-based coding, debugging, technical knowledge, and scoring
Coding simulations, interactive evaluation, and code evidence
Review supported languages and frameworks, hands-on coding,
correctness, code quality, complexity levels, response analysis,
code replay, coding interviews, role relevance, and technical
reports.
MIND
Ability and aptitude
CloudTest evaluation
Logical, numerical, verbal, analytical, and decision evidence
Evaluate reasoning, attention, problem solving, learning,
decision making, role-level difficulty, assessment sections, and
combined candidate-readiness reporting.
VS
Aon evaluation
Ability and skills assessment for predictive talent decisions
Compare numerical, verbal, logical, abstract, mechanical,
attention, learning, digital-readiness, and role-relevant ability
measures, including assessment science and interpretation.
FIT
Behaviour and personality
CloudTest evaluation
Behavioural and psychometric role-readiness context
Compare communication, collaboration, ownership, adaptability,
customer handling, personality, motivation, work preferences,
leadership potential, and role-fit evidence.
VS
Aon evaluation
Work-related behavioural and personality assessment
Evaluate personality dimensions, working style, motivation,
behavioural competencies, organisational alignment,
role-specific success factors, and development-related insights.
GAME
Candidate engagement
CloudTest evaluation
Structured digital testing with role-specific assessment flows
Review candidate onboarding, assessment clarity, question
navigation, responsive testing, practice options, invitation
workflows, accessibility, completion, support, and reporting.
VS
Aon evaluation
Gamified and engaging assessment experiences
Compare game-based interaction, branded experiences, candidate
engagement, completion, mobile suitability, psychometric
measurement, fairness, accessibility, and relevance to the role.
SIM
Job simulation
CloudTest evaluation
Role scenarios, situational questions, and practical assessments
Situational judgement, job previews, and realistic simulations
Review role simulations, virtual business exercises, case
studies, written-analysis exercises, realistic job previews,
organisational fit, competency evidence, and assessor review.
TALK
Interview evidence
CloudTest evaluation
Structured asynchronous AI-assisted video screening
Compare recorded candidate responses, communication, confidence,
clarity, answer quality, problem-solving approach, role
readiness, first-round screening, and recruiter review.
VS
Aon evaluation
Video interviews and competency-based interview workflows
Configurable face, eye, object, audio, and activity monitoring
Review identity continuity, webcam visibility, environmental
objects, attention signals, audio, browser activity, camera
interruptions, timestamps, reviewer notes, and scorecards.
VS
Aon evaluation
Remote proctoring for virtual assessment integrity
Compare authentication, monitoring requirements, candidate
communication, browser and device controls, recorded evidence,
intervention, review responsibilities, privacy, accessibility,
and retention.
Selection circuit
Compare the complete route from job analysis to talent decision
Test the workflow using a realistic role, representative candidate
volume, actual stakeholders, required assessment stages, integration
dependencies, candidate accommodations, reporting deadlines, and
decision standards.
Choose evidence that measures defined requirements
Compare assessment libraries, role mapping, difficulty,
validity, customization, simulations, scoring, languages,
candidate time, accessibility, and administration.
02
Candidate delivery
Invite, prepare, authenticate, and assess candidates
Test invitations, branding, practice, device checks,
authentication, scheduling, mobile and desktop usability,
assessment completion, recovery, accommodations, and support.
03
Immersive evidence
Run simulations, interviews, and assessment-centre exercises
Compare job simulations, case studies, coding exercises,
situational judgement, video interviews, group activities,
business exercises, assessor collaboration, and recordings.
04
Review workflow
Interpret assessment, interview, and integrity evidence
Ask recruiters, managers, assessors, and programme owners to
explain strengths, concerns, role alignment, potential,
integrity events, development needs, and progression.
05
Enterprise output
Connect results with hiring and development systems
Compare ATS and HR-system integration, SSO, APIs, candidate
status, report links, talent pools, development plans,
analytics, data retention, permissions, and audit evidence.
06
Decision console
Ask reviewers to make an actual candidate decision from both systems
The workspace below is an illustrative comparison model rather than
an actual product screenshot. Reports should make candidate
performance, potential, behaviour, simulation evidence, interview
findings, integrity context, and remaining uncertainty understandable.
VIEW
Illustrative candidate profile — graduate technology consultant
Example only
Illustrative evidence profile
Candidate evidence should explain suitability and uncertainty
Human decision required
TECH
Technical capability
Review coding, technical knowledge, debugging, data,
technology-stack skills, correctness, work quality, and
role-level readiness.
MIND
Learning potential
Compare reasoning, critical thinking, attention, problem
solving, information processing, learning ability, and
performance under time constraints.
FIT
Behaviour and work style
Evaluate adaptability, collaboration, ownership, motivation,
personality, communication style, workplace preferences, and
alignment with role expectations.
SIM
Simulation and interview evidence
Review case analysis, situational judgement, communication,
customer orientation, structured responses, competencies,
and assessment-centre observations.
Programme fit
Match platform capabilities to the talent programmes you operate
Evaluate each programme separately. Developer screening, campus
hiring, global graduate recruitment, high-volume hiring, leadership
assessment, virtual assessment centres, and internal mobility can
require different content, science, operations, reporting, and
support.
Compare numerical and verbal reasoning, commercial judgement,
motivation, personality, communication, negotiation, customer
scenarios, video interviews, simulations, role alignment, and
hiring-manager evidence.
Commercial talent
LEAD
Leadership and manager assessment
Evaluate cognitive potential, judgement, personality,
behavioural competencies, leadership style, virtual business
exercises, case studies, competency interviews, group activity,
and development priorities.
Leadership potential
CENTRE
Virtual assessment centres
Compare virtual case studies, business exercises, group
activities, role simulations, assessor collaboration,
competency interviews, participant scheduling, recordings,
consolidated ratings, and feedback.
Immersive assessment
MOVE
Internal mobility and promotion
Compare current skills, future potential, role readiness,
behavioural alignment, leadership capability, digital readiness,
development gaps, employee privacy, manager reports,
reassessment, and talent-pool integration.
Internal talent
GLOBAL
Multi-country talent programmes
Verify supported languages, local norms, assessment equivalence,
candidate communication, accessibility, data locations,
integration, regional support, global reporting, governance, and
implementation ownership.
Global delivery
Comparative pilot
Complete five pilot pages before selecting an assessment platform
Include recruiters, hiring managers, assessment specialists, talent
development teams, assessors, IT, information security,
accessibility, legal, data protection, procurement, and programme
operations.
P1
Select representative talent programmes
Include a technical role, graduate role, high-volume role,
leadership or manager role, and one internal-mobility or
development scenario.
Programme scope
Real portfolio
P2
Define equivalent assessment constructs
Match required skills, aptitude, behaviours, personality,
simulations, interview competencies, integrity controls,
scoring, difficulty, duration, and success criteria.
Design evidence
Equal requirements
P3
Test candidate and assessor experience
Record invitations, practice, accessibility, device checks,
assessment usability, gamification, simulation clarity,
interview workflow, assessor effort, support, and completion.
Experience evidence
Engagement and fairness
P4
Compare reports and progression decisions
Ask reviewers to explain candidate skills, potential,
behavioural alignment, simulation performance, interview
evidence, integrity events, risks, strengths, and next steps.
Decision evidence
Clarity and effort
P5
Validate enterprise delivery and ownership
Compare ATS and HR integration, SSO, APIs, languages, security,
data processing, implementation, consulting, training,
support, assessment usage, add-ons, renewal, and exit terms.
Commercial evidence
Complete ownership
Procurement checklist
Verify assessment science, workflow fit, governance, and cost
Request current written confirmation for every assessment, language,
norm group, simulation, interview capability, assessment-centre
workflow, proctoring control, integration, accessibility feature,
support service, usage limit, and commercial term.
Confirm business exercises, job simulations, case studies,
situational judgement, group activities, participant scheduling,
assessor tools, competency ratings, consolidated reports,
recordings, and feedback.
Immersive evaluation
TALK
Video and competency interview workflows
Verify asynchronous and live formats, question creation,
candidate preparation, response limits, assessor guides,
structured ratings, notes, recordings, summaries,
collaboration, and exports.
Interview delivery
AI
AI purpose, analysis, and human oversight
Understand where AI generates content, evaluates responses,
analyses interviews, identifies proctoring signals, creates
summaries, assigns scores, recommends actions, or supports
reports.
Responsible AI
SAFE
Authentication, proctoring, and integrity review
Compare identity controls, camera requirements, face and
activity signals, browser behaviour, recorded evidence,
intervention, reviewer responsibilities, false positives,
candidate notices, and retention.
Assessment integrity
FAIR
Accessibility, fairness, and accommodations
Test keyboard access, screen readers, additional time,
alternative formats, language needs, mobile access, disability
accommodations, simulation alternatives, proctoring exceptions,
appeals, and candidate communication.
Inclusive selection
GLOBAL
Languages, norms, and global consistency
Confirm available languages, translation approach, local norms,
score equivalence, cultural adaptation, regional support, data
location, assessment availability, global dashboards, and
governance.
Product capabilities and commercial packaging can change
Public product information provides a comparison starting point, but
assessment libraries, coding environments, languages, norm groups,
simulations, video-interview options, virtual assessment-centre
features, proctoring controls, reports, integrations, consulting,
usage limits, pricing, and release availability may change. Confirm
every mandatory requirement through current demonstrations, written
proposals, validation and security documentation, legal review, and
a representative pilot.
Frequently asked questions
CloudTest vs Aon Assessment FAQs
Review common questions about coding assessments, cognitive ability,
behavioural and psychometric testing, gamified assessments, job
simulations, video interviews, virtual assessment centres, remote
proctoring, reports, integrations, and platform selection.
What is the main difference between CloudTest and Aon Assessment?
CloudTest emphasizes a connected online hiring workflow combining
coding, technical, cognitive, behavioural, psychometric,
AI-video-interview, proctoring, and recruiter-report
capabilities. Aon Assessment emphasizes a broad enterprise
portfolio that includes ability, behavioural, coding, gamified,
simulation, interview, assessment-centre, proctoring, and talent
development solutions.
Which platform should be considered for developer hiring?
Compare both platforms using the same programming languages,
frameworks, technical topics, coding problems, test cases,
difficulty, candidate experience, integrity policy, reviewer
criteria, code evidence, interview requirements, and reports.
CloudTest can also connect technical results with cognitive,
behavioural, psychometric, and AI video evidence.
Which platform provides gamified assessments?
Aon presents gamified assessment options designed to create a
more engaging candidate experience. During evaluation, verify
what each game measures, its validation, role relevance,
accessibility, device support, completion time, scoring,
candidate feedback, and report interpretation.
Does Aon Assessment support job simulations?
Aon presents job simulations, situational judgement exercises,
virtual business exercises, case studies, group activities, and
virtual assessment-centre workflows. Confirm which exercises are
available for the required role, country, language, candidate
volume, and commercial plan.
Which platform should be considered for campus hiring?
Run a realistic campus pilot covering aptitude, coding,
technical knowledge, behavioural evidence, gamified experience,
video interviews, remote monitoring, candidate batches,
concurrent delivery, branding, support, reports, and shortlist
workflows.
How should behavioural and psychometric assessments be compared?
Compare the construct being measured, validation, reliability,
norm group, role mapping, report language, workplace relevance,
fairness, adverse-impact monitoring, candidate experience,
assessor qualifications, and appropriate use in hiring or
development decisions.
How do their video-interview capabilities differ?
CloudTest presents structured AI-assisted asynchronous video
screening. Aon presents video interview solutions and
competency-based interviewing within broader assessment
workflows. Verify asynchronous and live formats, recordings,
scoring, assessor collaboration, accessibility, AI use, and
report outputs.
How should remote proctoring be compared?
Compare candidate authentication, device and browser
requirements, webcam and activity signals, environmental
monitoring, recorded evidence, live intervention, reviewer
responsibilities, false-positive handling, accessibility,
privacy, retention, candidate notices, and final human decisions.
Which platform is suitable for leadership assessment?
Aon should be evaluated when virtual business exercises, case
studies, competency interviews, behavioural assessment, and
virtual assessment centres are central requirements. CloudTest
should be evaluated when cognitive, behavioural, psychometric,
skill, video-interview, and internal-readiness evidence must be
managed through one online workflow.
How should we make the final CloudTest vs Aon Assessment decision?
Define weighted requirements, select representative talent
programmes, configure equivalent assessment constructs, invite
comparable candidates, involve recruiters and assessment
specialists, verify validation and AI governance, test candidate
and assessor experience, compare integrations and reports, and
calculate implementation and renewal cost.
DEMO
Connect every candidate signal
Evaluating Aon Assessment alternatives?
Explore how CloudTest can connect coding, technical, cognitive,
behavioural, psychometric, interview, and proctoring evidence.
Review role-based online assessments, developer testing, cognitive
ability, behavioural and psychometric evaluation, structured AI
video interviews, configurable remote proctoring, campus hiring,
fresher hiring, lateral recruitment, internal mobility, candidate
reports, customization, integrations, implementation, and support
with the CloudTest team.
