From experience to evidence. Know who is motivated and capable before you spend a penny on interviews.
Most assessment tools measure how well a candidate performs under pressure for 45 minutes. Talent Assess measures what they actually did over weeks of real engagement. The data is richer, more reliable and harder to game.
What’s inside
Ranks candidates by motivation using four behavioural-science constructs: attitude (how positively they feel about the employer), perceived fit (their sense they could belong here), self-efficacy (confidence they could succeed in the role), and engagement actions (completion rate, effort quality and optional tasks taken). Not clicks or page views.
Most intent tools measure engagement activity. The intent score measures intent the way the research defines it.
Measures Communication, Critical Thinking, Learning Agility and AI Skills through real work tasks. Repeat measurement tracks improvement over time.
These are the four skills that predict success in an AI-enabled workplace. 87% of HR leaders expect new hires AI-ready from day one. No other assessment measures AI skills in context.
The scoring rubric is set before any candidate completes. No comparative ranking. No training on historical hire data. Human calibration throughout.
A strong cohort does not penalise you. A weak cohort does not advantage you. Every decision is explainable at individual candidate level.
Full audit trail on every scoring decision. Social mobility captured as a reporting dimension alongside disability, ethnicity and gender. Adverse impact analysis available.
Selection decisions can be evidenced and explained. Fairness is measurable, not stated.
Strong candidates not right for this employer can be matched to roles in supply chain or partner organisations.
Motivated candidates who are not right for one role are not lost. The programme generates value beyond the vacancies it fills.
Talent Assess connects natively to the Video Interview Platform and Talent Portal.
Connected solutions
Talent Assess complements structured video screening when teams need a richer evidence base before shortlist decisions.
Assessment data connects back into the candidate record so selection decisions sit inside the wider application workflow.