Talent Assessment | Behavioural Insights

Use behavioural assessment, 360 feedback and capability data to make clearer talent decisions across your organisation.

Move beyond gut feel. Peopletree delivers behavioural insight, 360 feedback, and capability data that supports every people decision.

TALENT PRACTICE

Talent Assessment

Evidence-based capability insight for every

people decision that matters.

Most organisations make talent decisions based on tenure, visibility, and manager opinion. We replace that with structured behavioural assessment and 360 feedback that gives you a consistent, evidence-based view of capability across your workforce.

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Organisations assessed across all industries

Peer-reviewed studies behind the Talent Genome framework

Degree feedback built into every engagement

Client retention across active engagements

Why talent decisions keep missing the mark

When assessment is inconsistent, subjective, or missing entirely, poor placement decisions, missed development opportunities, and succession gaps follow. Most organisations only see the damage after it is done.

Decisions made on opinion, not evidence

Promotion, placement, and development decisions rely on manager opinion and tenure - not structured data. The same visible people keep getting selected.

No consistent view across the organisation

Every manager uses different criteria. There is no shared language for capability, no benchmark, and no way to compare talent across teams or geographies.

Assessment data that goes nowhere

Assessment data often sits in a report that nobody reads. It is not connected to development plans, succession decisions, or performance conversations.

Six steps from design to delivery

A fully managed engagement. We handle framework alignment, assessment deployment, 360 feedback, scoring, and reporting. Your team participates in the framework discussion and reviews the output.

A consistent capability profile for every assessed individual.

Team-level and organisational-level talent data in a live dashboard.

Individual development plans linked directly to assessment outcomes.

Align the competency framework

The assessment aligns to the Talent Genome competency framework - 60 behavioural competencies validated across industries and geographies. We run a co-design session with HR and line leadership to confirm which competencies are most relevant for the cohort and how they map to role requirements.

Review existing competency framework or adopt the Talent Genome

Map competencies to role families and seniority levels

Confirm assessment depth: TalentPrint (18 clusters) or TalentPrint Plus (60 competencies)

Design and configure the assessment

TalentPrint gets configured for your specific role profiles, seniority levels, and business context. Participant lists are loaded, rater groups are defined for 360 feedback, and communication templates are prepared for your organisation.

Configure role-specific assessment parameters in TalentPrint

Set up rater groups for 360 feedback (peers, direct reports, line managers)

Prepare participant communication and manager briefing materials

Deploy the assessments

Assessments go live through TalentPrint with guided participant instructions. Completion rates average 95% across our client base. Our team monitors progress daily and follows up on non-completions to keep the engagement on schedule.

Participant invitations sent through TalentPrint

Daily completion tracking with proactive follow-up on non-completions

Manager visibility into team completion status

Collect 360 feedback

Peers, direct reports, and line managers all provide structured feedback against the same competency framework. Rater selection is managed through the platform. Minimum rater thresholds are enforced to protect anonymity and data quality.

Structured feedback against the same competency framework used in self-assessment

Minimum rater thresholds enforced to protect anonymity

Rater completion tracked and managed through TalentPrint

Score and calibrate

Individual scores are calibrated against role benchmarks and peer cohorts. Outliers are reviewed. Results are validated before reporting. This calibration step is what separates a meaningful capability profile from raw survey data.

Scores calibrated against role-level benchmarks and cohort norms

Outlier review to identify and address data quality issues

Results validated by the Peopletree delivery team before release

Deliver reports and development plans

Every individual gets a report showing their strengths, development areas, and a prioritised development plan linked to their role requirements. HR receives a consolidated DataWiz dashboard showing capability distributions across the full cohort. A debrief session with HR leadership walks through the key findings.

Individual Talent Discovery Reports delivered through TalentPrint

TAILA-generated coaching narrative for each participant

DataWiz dashboard for HR showing cohort-level capability data

HR leadership debrief session with key findings and recommendations

The platform behind the assessment

Three components of the Peopletree platform work together to deliver assessment at scale. Each one plays a specific role in the data collection, scoring, and reporting process.

Assessment and feedback engine

Runs behavioural assessments and 360 feedback for any cohort size. Handles participant communication, completion tracking, and score aggregation in one place.

Analytics and reporting

Shows individual, team, and organisational capability data in live dashboards. HR and leadership can filter by role, level, business unit, or competency cluster.

Talent Genome

Competency framework

The behavioural framework that defines what good looks like at each level. Built from 98 peer-reviewed studies, it provides the scoring criteria and development language for every assessment.

BUSINESS VALUE

What you have at the end

Assessment data that is consistent, useful, and connected to the decisions that matter: development, succession, and performance.

Consistent capability profiles

Every assessed individual has a capability profile built on the same framework - comparable across roles, teams, and geographies.

Live talent dashboard

A DataWiz dashboard showing capability distributions, team-level gaps, and cohort comparisons - updated in real time as assessments complete.

Individual development plans

Each participant receives a development plan linked to their assessment results and role requirements. Plans are tracked in TalentPrint.

Succession and placement data

Assessment data feeds directly into succession planning and internal mobility decisions - so the right people are visible when opportunities arise.

CASE STUDY

Assessing 400 managers across a multi-country retail group

Retail - 400 managers - 6 weeks - Africa and Middle East

The group had no consistent view of management capability across its 12 operating countries. Promotion decisions were made locally with no shared criteria. The CHRO needed a baseline capability picture before designing a group-wide development programme.

TalentPrint was deployed across all 400 managers in six weeks. Behavioural assessments and 360 feedback ran simultaneously. Individual reports included development priorities, and a group-level DataWiz dashboard gave the CHRO and regional HR leads a consolidated view.

For the first time, the group had a consistent capability baseline across all 12 countries. Three high-potential cohorts were identified for accelerated development. The CHRO presented a talent investment case to the board within eight weeks of kickoff, using the dashboard as the evidence base.

Managers assessed

Countries in scope

From kickoff to reports delivered

Which challenge does this practice address?

See the business questions that talent assessment is designed to answer.

Explore challenges by practice

NEXT STEP

See what a talent assessment looks like for your organisation

Book a 30-minute call. We will review your current assessment approach, identify the gaps, and show you what a consistent capability baseline looks like for an organisation your size.

Book a Discovery Session

COMMON QUESTIONS

Talent Assessment | Behavioural Insight at Scale

What is the difference between a behavioural assessment and a psychometric test?

Psychometric tests measure personality traits or cognitive ability. Our behavioural assessments measure how effectively a person demonstrates specific competencies in a work context. The distinction matters because competency-based data is more directly actionable: it tells you what a person is doing well, what they need to develop, and how they compare to the requirements of a specific role. Personality data tells you about preferences and tendencies, which is useful context but not a direct measure of performance capability.

How long does a typical assessment engagement take?

For a cohort of 50 to 200 people, the full engagement - from configuration to final reports - typically runs four to six weeks. Larger cohorts are phased across eight to twelve weeks. The timeline includes framework alignment, TalentPrint configuration, assessment deployment, 360 feedback collection, calibration, and report delivery. We manage the full process, so the demand on your HR team is limited to the framework co-design session and the final debrief.

Can we use our existing competency framework?

Yes. If you have an existing framework, we align the assessment to it. TalentPrint is configured to reflect your competency language and role requirements. If you do not have a framework, or if your existing one has gaps, we use the Talent Genome - 60 validated behavioural competencies built from 98 peer-reviewed studies. Many clients use the Talent Genome as a replacement because it covers all major roles and seniority levels without the cultural bias that often creeps into internally developed frameworks.

How do participants experience the assessment?

Participants complete the assessment through TalentPrint. The process is guided and takes 9 to 14 minutes for TalentPrint (18-cluster) or 45 to 90 minutes for TalentPrint Plus (60-competency). Both include a self-assessment and a 360 feedback request to nominated raters. Participants receive their own Talent Discovery Report showing their strengths, development areas, and a prioritised development plan. Most participants find the process straightforward and the report genuinely useful.

What happens to the assessment data after the engagement?

Assessment data stays in TalentPrint and DataWiz and remains accessible for succession planning, development tracking, and future assessments. You own the data. It does not expire or get archived after the engagement ends. Most clients use the baseline assessment as the starting point for an ongoing talent management cycle, running re-assessments annually or ahead of talent review cycles to track development progress over time.

Do you assess technical skills as well as behavioural competencies?

Yes, when required. The Talent Genome covers behavioural competencies. For technical skills, we run a separate skills audit alongside the behavioural assessment. The two data sets are combined in DataWiz to give a complete picture of capability - what a person can do technically and how they behave in a work context. This combined view is particularly useful for skills audits, workforce planning, and identifying internal talent for specialist roles.