Straight answers about what this is — and isn't.

Is this a psychometric test?

Workplace Judgement is a structured workplace judgement assessment. It is designed to provide additional evidence during recruitment, using the established situational judgement assessment approach. We don't describe it as a validated psychometric instrument — that's a specific claim we'd only make once formal validation work has been completed against real outcome data.

Can the system automatically reject candidates?

No. The platform never labels a candidate as Hire, Reject, Recommended or Not Recommended, and it never removes a candidate from a process automatically. It's designed to support human recruitment decisions, not make them — scores and profiles are there for your hiring team to interpret alongside interviews and experience.

Can I choose the behaviours?

Yes. During assessment set-up you'll choose around 5–7 behaviours relevant to the role, from a framework of 24 behaviours that scales across five role levels. Integrity, Judgement & Decision Making and Accountability & Ownership are strongly recommended as foundational behaviours for every role.

Can I use it for management roles?

Yes. Scenarios, expected behaviours and scoring interpretation all change according to the level of responsibility a role carries — from Foundational Responsibility through to Strategic Responsibility — rather than reusing the same content with different wording. Business and Strategic Responsibility assessments introduce behaviours like Risk Management, Influencing & Stakeholder Management and Strategic Thinking that aren't available at Foundational Responsibility.

Will candidates see their score?

Not by default. Candidates receive a neutral confirmation once they submit their assessment. Employers can choose to share a basic results summary — either straight away or once the campaign closes — but this is off by default and never includes the detail the hiring team sees.

How is scoring calculated?

Every action a candidate rates is compared against a pre-defined expert effectiveness rating on a four-point scale. Scores are never right/wrong or pass/fail — a rating close to the expert benchmark scores well, and the score degrades gracefully the further a rating sits from that benchmark. The full method is set out for employers before any assessment is issued.