Talent Assessment & People Advisory
Make better people decisions with deeper, role-relevant insight.
Recruitment and talent decisions should not rely on interviews or a single assessment result alone. Justwork designs customised assessment processes that combine behavioural insight, role-specific judgement and practical capability assessment to support more informed selection, onboarding and talent development decisions.
New to psychometric assessment? Read our practical guide to what psychometric tests measure, how they are used in the workplace and what employers should consider before selecting a tool.
Assessment and Advisory Support Across the Talent Journey
Our support can begin during recruitment and continue into onboarding, probation and ongoing development.
1
Recruitment Assessment Design
Customised assessment processes shaped around the role, responsibilities, working environment and expectations of key stakeholders.
2
Behavioural and Psychometric Insight
DISC-based and other BPS approved behavioural assessment tools are used to explore behavioural tendencies, communication preferences, working patterns and potential responses under pressure.
3
Situational Judgement Exercises
Role-specific scenarios designed to examine judgement, prioritisation, discretion, communication and decision-making.
4
Practical Capability Assessment
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5
Onboarding and Probation Planning
Assessment findings translated into practical onboarding priorities, development actions, manager checkpoints and probation review templates.
6
Talent Development Advisory
Support in identifying development priorities and shaping individual plans, capability-building interventions or wider talent development journeys.
7
Coaching and Development Support
Individual or small-group coaching designed to help participants interpret assessment insights, identify development priorities and turn learning into practical workplace action.
A More Complete View Than a Single Psychometric Test
A psychometric or behavioural assessment can provide valuable insight, but it should not be interpreted in isolation. Depending on the role and project scope, we can combine several sources of evidence to create a more balanced view of suitability, risk and development need.
1
Behavioural Patterns
Explore communication style, working preferences, interpersonal tendencies and behavioural responses.
2
Judgement in Context
Examine how the candidate interprets realistic workplace situations, manages boundaries and makes decisions.
3
Practical Execution
Explore communication style, working preferences, interpersonal tendencies and behavioural responses.
The assessment mix is customised according to the role. Not every project requires every component.
Example: Multi-Layer Assessment for a Sales Team Lead
Client need
A growing organisation was preparing to appoint a Sales Team Lead who would be responsible for individual sales performance, team motivation, pipeline management and cross-functional coordination.
The client wanted more than interview impressions. They needed a clearer understanding of how shortlisted candidates might lead under pressure, make
commercial decisions, coach team members and manage competing priorities.
Our assessment design
Justwork designed a role-specific assessment process combining three layers:
Behavioural assessment
A DISC-based assessment was used to explore communication style, influencing approach, pace, decision-making tendencies and likely behavioural patterns under pressure.
Situational judgement exercise
Candidates responded to realistic sales leadership scenarios involving:
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An underperforming team member
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Conflict over lead ownership
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Pressure to meet a monthly target
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A high-value client complaint
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Competing priorities between short-term sales and long-term account relationships
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Escalation to senior management
The exercise examined judgement, prioritisation, communication, commercial awareness and leadership response.
Practical capability assessment
Candidates completed role-relevant tasks such as:
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Reviewing a simple sales pipeline
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Identifying performance concerns
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Drafting a short action plan
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Preparing a team update
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Writing a response to a difficult client situation
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Prioritising follow-up actions within a limited timeframe
Areas explored
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Leadership and communication style
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Commercial judgement
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Sales prioritisation
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Coaching and performance management
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Accountability and ownership
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Stakeholder communication
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Decision-making under pressure
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Practical organisation and follow-through
Outcome
The findings were consolidated into a structured client report comparing each candidate’s strengths, potential risks and development priorities.
Rather than identifying a candidate as simply “good” or “bad”, the report helped the client understand:
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Which candidate showed stronger immediate readiness
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Where each candidate might require onboarding support
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How their leadership style could affect the sales team
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What development priorities should be addressed during probation
The selected candidate’s findings were then translated into a focused onboarding plan covering team relationships, pipeline discipline, coaching routines, stakeholder communication and early performance checkpoints.
This example illustrates how behavioural insight, contextual judgement and practical assessment can be combined to support a more informed recruitment decision.
From Selection Insight to Successful Integration
The value of assessment does not end when a hiring decision is made. We can translate findings into an onboarding and development plan that helps the organisation, manager and new employee focus on the right priorities from the beginning.
Possible deliverables
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30-, 60- and 90-day onboarding plan
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Role expectations and early priorities
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Development focus areas
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Probation checkpoints
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Manager observation templates
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Skills reassessment
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Individual development plan
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Recommended learning interventions
Assessment findings are intended to support, not replace, structured interviews, reference checks, professional judgement and the organisation’s wider recruitment or talent management process. The assessment approach, tools and interpretation used will depend on the role, context and agreed project scope. Justwork does not provide clinical diagnosis or guarantee future job performance.
Looking for More Confidence in a People Decision?
Tell us about the role, talent challenge or development need. We can recommend an appropriate assessment and advisory approach based on your context.