What a recruiter actually sees.
This is a fictional example, not a real candidate — built to show the actual structure and tone of a Workplace Judgement report, not a mock-up. Every section below is real product copy.
Jordan Ellery
Completed 14 March 2026 · 26 minutes · Assessment version 1
Overall score
78
out of 100
Solid evidenceSituational judgement
80
85% of overall weighting
Consistency
Consistent
How similarly they judged related situations
Assessment summary
78
Responses generally aligned with the judgement patterns associated with strong outcomes, with some areas worth exploring further at interview.
Strongest evidence
Integrity, Customer & Stakeholder Focus
Role-critical behaviour requiring exploration
Judgement & Decision Making
How the candidate approached different situations
Evidence grouped by the type of workplace situation, not by behaviour.
Judgement patterns worth exploring
Evidence-based patterns to probe at interview, not conclusions — each one is drawn directly from the candidate's own responses, never guessed.
Judgement & Decision Making
3 of 8 divergedAcross 2 scenarios tagged to this behaviour
- —Escalates decisions that fall within their own authority more often than the role calls for
- —Weighs evidence carefully but can be slow to commit under time pressure
Behaviour-by-behaviour analysis
Integrity
88 / 100
Strong evidence — 12 scored decisions across 4 scenarios
Why this score
Responses most often aligned with the pattern our framework associates with strong outcomes here.
Customer & Stakeholder Focus
81 / 100
Strong evidence — 9 scored decisions across 3 scenarios
Why this score
Consistently favoured actions that addressed the underlying need rather than the immediate ask.
Judgement & Decision Making
66 / 100
Moderate evidence — 8 scored decisions across 2 scenarios
Why this score
Some responses showed more variation from that pattern, which is reflected below.
Collaboration
74 / 100
Moderate evidence — 6 scored decisions across 2 scenarios
Why this score
Responses most often aligned with the pattern our framework associates with strong outcomes here.
Areas to explore at interview
Judgement & Decision Making · Interview question
“Tell us about a decision you made recently that you could have escalated but chose not to. What made you decide to handle it yourself?”
Integrity · Confirming strengths
“Tell us about a time you raised a concern about something that didn't feel right, even though it would have been easier to stay quiet. What made you decide to speak up?”
Tests whether strong assessment evidence is borne out by real experience.
A difference of a few points should not normally be treated as meaningful on its own — review the full behaviour profile, evidence strength and role relevance before drawing conclusions. Assessment results should be considered alongside interviews, experience and other relevant evidence, not as the sole basis for a hiring decision.