Talent Assessments

Talent Assessments

Carefully designed and structured assessments - combined with a variety of assessment tools - enable organisations to make informed talent identification, selection and development decisions.

Assessment Centres

Design and deploy highly structured assessment centres that identify and assess aptitude and behaviour for the purpose of talent identififcation, selection and development.

Assessment Tools

Administer and interpret various assessment tools, including Everything DiSC behavioural assessments and Appraisal 360; an incredibly powerful yet user friendly multi-rater feedback tool.

The Approach

Talent assessments help determine if a candidate is a good fit for a job or promotion, and highlight areas for development. To ensure their validity we employ a rigerous methodology centred around three key principals:

Concise Objectives

Concise objectives and a clear understanding of what is being assessed is critical to the success of any talent assessment.

The Right Tools

Chosing the right tools (psychometrics / 360s / simulations) is critical to the fairness and validity of any talent assessment.

Make It Real

Assessment activities must be real, and based on tasks that are specific to the role which candidates are being assessed against.


An initial discussion with the client on the purpose and background of the talent assessment. The objective during this stage is to ascertain whether there really is a need for a talent assessment, and what type of assessment would be best suited.


A detailed discussion with the Human Resource / Learning & Development team together with senior leaders to clarify the objectives of the talent assessment and against what criteria should the candidates be assessed.


The 1st draft of the talent assessment (methodology together with detailed explanation of assessment activities) is presented to key stakeholders for approval. The design might go through as many as 3 iterations before moving on to the next stage.


Interviews with key stakeholders and representatives of the business are conducted to understand existing business processes and provide real examples of business issues that can be applied to the assessment.


The 1st draft of the assessment tools (psychometrics, simulations and role plays) are presented to key stakeholders for approval. The assessment tools might go through as many as 3 iterations before moving on to the next stage.


The talent assessment is executed in part or entirely by Northpoint. Depending on the complexity of the assessment, this could involve a variety of assessors, observers and role-play participants from either client or Northpoint.
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