Twelve assessments covering behaviour, aptitude, leadership and resilience, chosen for the role and debriefed in plain English, so your shortlist comes with evidence, not just a good interview.
CERTIFIED PRACTITIONER
Thomas International
HPTI · PPA · GIA
SAMPLE DEBRIEF
Illustrative example
Financial Controller · Candidate B
How they’re likely to work, in your team, under pressure.
Problems
Moderate
People
Low
Pace
High
Rules
Very high
WHAT TO PROBE AT INTERVIEW
How do they handle a stakeholder who wants it faster, not right?
Where has precision slowed a decision down, and what did they do?
Thomas International certifications: PPA, HPTI and GIA
recruiter who briefs, assesses and debriefs, start to finish
areas covered: behaviour, motivation, aptitude and leadership
WHY IT MATTERS
the estimated cost of one bad mid-manager hire on a £42,000 salary, once lost productivity, training and re-hiring are counted.
Source: REC, Perfect Match: Making the right hire and the cost of getting it wrong.
Structured interviews ranked as the strongest single predictor of job performance, which is why assessments are there to sharpen the interview, not replace it.
Source: Sackett et al., Journal of Applied Psychology, 2022.
HOW IT WORKS
1
Scope the role
We agree what good looks like, then I recommend the assessments that fit the job. Not all twelve.
2
Brief the candidate
Every candidate is told which assessments they’ll complete and why, before they start.
3
Stage it properly
Behaviour and aptitude before first interview. Deeper assessments after shortlisting, when they carry the most weight.
4
Debrief in plain English
What the results mean for your role, and what to probe at interview.
WHAT I ASSESS
Each assessment earns its place. I choose them for the role, never as a blanket, so you get an answer to the questions you’re really asking.
01 · BEHAVIOUR
How will they behave?
Workplace Behaviour Profile
How they prefer to work, communicate and respond under pressure.
Behaviour & Aptitude Comparison
How they think and how they behave, side by side with your other finalists.
Lifestyle & Work Habits
A wellbeing profile, not a score. It opens a conversation about working sustainably.
03 · APTITUDE
How fast will they learn?
Learning Aptitude Index
How readily they adapt to new situations, people and change.
Sales Aptitude Index
Their aptitude for the specific demands of selling.
02 · MOTIVATION
What drives them?
Personal Drivers
What motivates them, and what wears them down.
Culture & Values Alignment
How their values sit with your culture and your team.
04 · LEADERSHIP & RESILIENCE
Can they lead, and what support will they need?
Leadership Potential Profile
The potential to step up and lead others.
Leadership Style Assessment
How they lead, and how that lands with a team.
Emotional Intelligence Profile
How they read and respond to people and situations.
Confidence Profile
How self-assured they are, and where it helps or hinders.
Workplace Stress Index
Where pressure is likely to land hardest, so their manager can support them early. Not a screening tool.
Not sure which of these you need?
A first sales hire, a financial controller and a head of people need different evidence. I’ll recommend the ones that fit your role, not all twelve.
IN PRACTICE
Assessments work when they’re staged properly. The right one at the wrong moment is just noise.
BEFORE FIRST INTERVIEW
Behaviour and aptitude
Behavioural and aptitude profiles go in first. The results sharpen the questions and give the panel objective data before anyone sits down.
AFTER SHORTLISTING
Culture and leadership
Deeper assessments come once both sides are committed, when the results carry real weight and the candidate has a reason to engage fully.
AT DEBRIEF
What it means for your hire
I take you through what each result means and what to probe at interview.
IF YOU’RE A CANDIDATE
Asked to complete an assessment as part of a role I’m recruiting for? Here’s what to expect, so you can walk in relaxed.
Questions before you start?
Call Becki on 07817 984571
1
You’ll always know what and why
Before you start, you’re told which assessments you’ll complete and why they’re part of the process.
2
Be yourself
Behaviour profiles have no right or wrong answers. They work best when you answer honestly rather than strategically.
3
Not every assessment is a test
The wellbeing and workplace stress profiles aren’t used to decide who gets the job. They help your future manager support you properly.
4
Need an adjustment? Just say
If anything would make an assessment easier for you to complete, tell me before you start so we can talk it through.
WHY WESTMOORE
The data is only as useful as the person interpreting it. Every result goes through the same pair of hands that built your shortlist.
Built in-house
Developed by Westmoore for the roles I recruit, not bought off a shelf.
Certified practitioner
Certified in Thomas International HPTI, PPA and GIA, so results are read by a trained practitioner.
Your decision, better informed
Results sit alongside the CV and the interview. The hiring decision stays yours.
Debriefed in plain English
Results come explained in plain terms, with what to probe at interview.
“
Becki takes the time to not only understand the role required but the business too, which has inevitably ensured the match between candidate and business are right for all. For a small business it has made the process very efficient, seamless, and enjoyable for us.
Stephanie Hoff
Director, Adams & Green Ltd (client)
COMMON QUESTIONS
Straight answers to the questions hiring managers and candidates ask most.
Are assessments included when you recruit for me?
−
It depends on the role. We agree which assessments make sense, and how they fit the brief, when we scope it together.
Are all the assessments used to make hiring decisions?
+
When in the process do candidates complete them?
+
Are candidates told what they’re being asked to complete?
+
Who built these and who interprets the results?
+
Which assessments does my role need?
+
Can you assess my existing team?
+
Tell me about the role and I’ll tell you which assessments would actually help, and which would just be noise.