Releasing a RFP for a skills measurement platform? Here are 21 questions to ask

Choosing the right skills measurement platform is a major decision. The larger your company, the more nuanced your skills initiatives can be. There are many features to keep in mind when thinking about how best to measure your employees' skills.

You want a solution that will meet your organization's needs, integrate with your systems, and provide meaningful, data-driven insights. To help you with the selection process, here are 21 key questions to include in your next RFP.

Assessment Design & Functionality

1. (1) What type of assessments do you offer – for example, simulations, knowledge tests, or challenges?
2. (2) Are you able to create custom assessments specific to our needs?
3. (3) How do you ensure objectivity and reliability in your assessments? What methodology is your learning process based on?
4. (4) Can assessments be provided in multiple languages?
5. (5) How do you ensure accessibility for candidates with disabilities?
6. (6) Does your platform help develop skills as well as measure them?

Why it matters: Assessments are the basis of any skills measurement platform. You need to be able to measure employee ability to apply a skill in the moment when it matters most. A platform has to live up to that flexibility, and how they ensure fairness and accuracy for a diverse group of employees.

Technology & Integration

1. (7) Please describe the architecture and security of the platform. Are you ISO certified?
2. (8) Does the platform integrate with our existing LMS?
3. (9) If yes, can it handle a high volume of users for assessments?
4. (10) Are you using AI in the skills measurement process?
5. (11) What reporting and analytics capabilities does your platform provide?

Why it matters: You want a strong, secure platform that functions efficiently, especially at the enterprise level. Easy integration with your systems will make or break scalability. Plus, strong integration and technology ensure you can build robust reporting on your employee skills data.

User Experience

1. (12) Describe the learner/employee interface and the admin interface.
2. (13) How will you help ensure a positive candidate experience while their skills are being measured?
3. (14) Do you have UX updates in your product roadmap?
4. (15) What metrics can you share that show learner engagement and satisfaction?

Why it matters: Seamless implementation and ongoing support are key to long-term success. Knowing how the vendor trains, supports, and maintains the platform will save headaches later on.

Pricing & Contract

1. (16) What are your pricing models and licensing options? Do you build the assessments, simulations, or learning experiences? Or can we self-build?
2. (17) Are there any hidden costs or fees as we scale up our program to more learners or users?
3. (18) What is the renewal process?
4. (19) Do you offer volume or long-term contract discounts?

Why it matters: Transparency in pricing and terms is essential. When rolling out skill measurement to tens of thousands of learners, costs can definitely stack up quickly. You want to be crystal clear on costs to make a financially sound decision.

Company & Experience

1. (20) Please describe the company’s experience in developing skills measurement solutions.
2. (21) Can you provide case studies or testimonials from customers?

Why it matters: Case studies and a strong customer base is the most important part of selecting a skills measurement vendor or partner. If they don’t have experience serving a customer similar to your company, they might not be the best fit for you.

By incorporating these questions into your RFP, you will equip your organization with the information needed to make an informed decision. If you want to see how ETU stands up to these screening questions, learn more here:

Explore how ETU can help benchmark, verify, and develop skills in your organization >>