Capability & experienceWhat problems can they address?
Understanding information, analysing problems, applying expertise and learning when faced with new tasks.
TALENT ASSESSMENT
Talent assessment
Better talent decisionsstart with evidence.
What else do you need to know before hiring or promoting someone? We use role requirements to identify relevant observations, supporting evidence and questions to explore, helping you make an informed decision.
WHAT ASSESSMENT EXPLORES
Understand capabilityand how a person works.
Assessment considers more than whether someone can do a task. It explores how they approach problems, what motivates them and how their experience fits the new responsibilities and team.
Working styleHow do they approach the work?
Planning, execution, communication and collaboration, including responses to disagreement and change.
Career motivationWhat motivates their contribution?
Interests, development expectations and drivers of engagement, considered through personal discussion and actual experience.
Role contextWhat work is being assessed?
The target role's tasks, responsibilities and collaboration requirements provide the context for interpreting other information.
ASSESSMENT IN CONTEXT
Different purposes.Different assessment priorities.
Choose the talent decision you face to explore assessment priorities and preparation.
Similar CVs · Different interview conclusions
Candidate selection
Your team explains key tasks, essential experience and interview questions. We turn these into topics to discuss or observe, then gather information through candidate examples, role tasks or appropriate tools.
Discuss recruitment assessmentAssessment & use of findings
Materials focus on requirements, observations, gaps in evidence and follow-up interview questions. Your business makes hiring decisions using the CV, interviews and other relevant information.
Strong expertise · Different requirements in the new role
Promotion & role changes
Distinguish performance in the current role from requirements in the target role. For a specialist moving into management, explore task allocation, feedback and handling team issues.
Discuss promotion assessmentAssessment & use of findings
Your team provides target responsibilities and work examples. Assessment identifies observed behaviours, support needs and areas to monitor after the change. Staffing decisions remain with the employer.
Different standards · Hard-to-compare findings
Talent review
Agree the review scope and criteria, then distinguish performance records, manager feedback and assessment observations. Explain differences between sources rather than replacing all evidence with a single result.
Discuss talent review assessmentAssessment & use of findings
Possible outputs include role-related observations and discussion materials for management. Staffing, succession and development plans can be addressed through a separate workforce advisory engagement.
Broad training needs · Unclear personal priorities
Learning & development
Combine work requirements, personal goals and manager observations to identify behaviours to improve. Make broad concepts such as communication specific to handovers, feedback or cross-functional discussions.
Discuss development assessmentAssessment & use of findings
Recommendations may include work practice, manager coaching and training, with a way to review application. Courses and ongoing coaching are agreed separately.
READ THE EVIDENCE
Every findingshould have a clear basis.
Connect sources, observations and next actions. A report should show both findings and areas needing further understanding.
01
Where information comes from
- Collaboration examples from interviews
- Communication during role-based tasks
- Relevant work feedback
02
How information is interpreted
- Compare against role requirements
- Compare observations from different sources
- Identify differences and information gaps
03
What happens next
- Ask specific follow-up questions
- Arrange workplace observation
- Discuss manager guidance and practice
An example of how to interpret a report, not an individual assessment.
Individual assessment summary
Organise observations against agreed dimensions, explaining strengths, areas to explore and the information and conditions behind findings.
Comparison with role requirements
Link findings to key tasks, distinguishing observed behaviour, insufficient evidence and areas to verify at work.
Follow-up & development recommendations
Recommend interview questions, on-the-job observations or development activities appropriate to the purpose, connecting assessment with action.
METHODS THAT FIT THE QUESTION
Use suitable methodsto gather the information that matters.
Choose methods to suit the question. Interviews, tasks and tools have different roles; agree their combination and conditions before implementation.
Structured interviews
Use agreed questions to explore specific situations, personal actions and outcomes. Keep core questions and records consistent while allowing targeted follow-ups.
Role tasks & scenario discussions
Use relevant cases, tasks or scenarios to observe analysis, communication and problem-solving. Agree difficulty, time and assessment criteria in advance.
Appropriate assessment tools
Where capability or working-style information is needed, discuss suitable tools. Check who each tool is designed for, its licence requirements and how results should be interpreted, and consider results alongside other evidence.
Methods, tools, delivery format and report content are agreed in the proposal.
WORKING TOGETHER
From a clear questionto a practical next step.
HR coordinates participants and information, business leaders confirm role requirements, and consultants organise assessment and interpretation. Agree activities, information use and review points beforehand.
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01
Define purpose & requirements
Discuss the decision, participants and assessment dimensions, then agree suitable methods.
Your contribution: HR and business leaders provide role context and assessment needs.
Milestone: assessment plan, methods, deliverables and schedule.
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02
Arrange participation & delivery
Explain format, timing, preparation and intended use, then conduct the agreed interviews, tasks or tool-based assessment.
Employer and participants: coordinate timing, understand arrangements and identify necessary support.
Milestone: participation plan, information scope and delivery records.
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03
Compile & check information
Map sources to assessment dimensions and identify gaps, contradictions and areas needing clarification.
Your contribution: add agreed work context and verify factual information.
Milestone: observations, evidence and items to verify.
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04
Interpret the report & plan actions
Explain findings and their limits, then discuss next steps for selection, placement or development.
Your contribution: relevant leaders discuss findings and assign actions and owners.
Milestone: report handover, feedback recipients and follow-up arrangements.
BEFORE WE BEGIN
Frequently asked questions
Agree tools, report use and participation arrangements before engagement.
Does assessment always involve online questionnaires?
No. Methods depend on the information needed and may include interviews, role tasks or suitable tools. Online, on-site or other arrangements and requirements are set out in the proposal.
Can a score determine hiring or promotion?
Assessment is supplementary evidence, interpreted alongside requirements, experience, performance and other relevant information. A single score must not be the sole basis for hiring, promotion or rejection. Your business makes the final decision.
What if findings differ from the manager's view?
Check whether the same work is being assessed, the evidence used and the observation conditions. Add examples or discussion where needed, and retain unresolved differences in the report.
Who can see the results?
Agree recipients, purpose, feedback and retention before engagement, and explain relevant arrangements to participants. Do not enter employee results or unrelated personal information in the initial enquiry form.
What determines fees and timing?
Roles, participant numbers, methods, tool costs, report depth and interpretation arrangements. Individual feedback and follow-up coaching must be explicitly included in the scope.
Can development follow an assessment?
Yes. Discuss manager guidance, work practice or training around development priorities. Talent plans, courses and ongoing coaching are agreed separately, not automatically included in one assessment.
LET’S DISCUSS YOUR PRIORITIES
Discuss your talent assessment needs
Tell us the decision the assessment will support, the roles involved and timing. We will discuss methods, information needed and next steps.
+86 755 3312 8575bd@youbilie.com
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