Assessment design

Identifying talent requires objective and robust assessment – however you want to do this.

Bespoke Talent Assessment DesignOff-the-shelf assessments have their place – and are great at identifying generic traits and abilities. But at times you need something more specific to reflect your organisation or roles or culture.

We develop, test and validate bespoke assessments across all sectors, at every level of talent and every stage of talent management.

Our bespoke assessment design service can design:

  • assessments for use at performance appraisal.
  • 360-degree feedback assessments for learning and development planning, and high potential identification.
  • exercises to differentiate between higher and lower performers

Our design and development approach is straightforward:

Practical skills – not just the theory

We’ll make sure that the assessment is practical, pragmatic and workable – and that the competencies you need are measured across a variety of instruments. You’ll access the information in easy-to-understand and easy-to-read reports.

Your organisation is unique (almost)

We’ll identify which competencies make for success is your organisation – but we’ll build on the knowledge and expertise we have acquired from research and best practice to give a customised assessment. We offer our in-house developed and forward-thinking competence framework as a ‘starter for ten’ if you need it and at no cost.

Robust and secure

We provide a complete solution by using our robust on-line Talent® system to deliver the assessments – backed by our service level guarantee.

Designing your own assessment will:

  • Give you a specific range of assessments which gives you the information you need for your organisation
  • Provide clear signposts to the behaviours and skills you need
  • Increase buy-in from applicants and candidates to the process
  • Demonstrate commitment to fair, valid and robust assessment
  • Provide a shared understanding of how to identify and spot potential

Related information

Critical Role assessment

22 January 2015

One of the early stages in succession planning is to identify those roles for which you need to ensure a pipeline of talent. For most organisations, having a successor identified and developed for each and every role would be beyond their reach, and not a productive use of HR resources. So what to do?
Read more >>

Leadership and Learning agility

01 June 2013

Increasingly we are hearing from organisations that are moving away from highly bespoke, tailored models of leadership effectiveness within their organisations to using generic, cross-sector criteria for assessing their top people, finding talent and developing their pool of leaders.
Read more >>


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