make evidence-based talent decisions
The way we work is changing, and finding the right fit for a role is now more important than ever. Randstad Advisory helps you look beyond a simple list of past jobs and gut feelings to understand what truly makes a person successful and energized at work. Using the right data, science and research, we take the guesswork out of hiring, development and promotion to give everyone a fair chance to show their value and reach their full potential.
solutions that span the talent life cycle
We help you make better decisions about your people at critical stages of their journeys with you — whether you’re hiring new talent, identifying who is ready for promotion, designing custom development journeys or planning for your future leaders.
Our services focus on:
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assessment strategy & standards
- Build a clear foundational assessment strategy and choose the best assessment methods, software and tools for your needs.
- Audit your current methods to ensure they are high quality, best practice, predictive and fair to every candidate.
- Run end-of-campaign analysis to help you make your assessments more predictive over time and prevent adverse impact.
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assessment design and content
- Develop custom success profiles, defining exactly what is needed to succeed in a role; then create assessments that measure those traits, behaviors and skills.
- Design fair interviews and realistic work tasks, so you can see how someone actually performs.
- Build end-to-end early careers assessment processes — from screening through to assessment centers.
- Build standalone and embedded AI fluency assessments, so you can see how individuals collaborate with AI to elevate their work.
- Use smart technology and data to make the whole process faster and more effective.
- Develop AI prompts and processes that will help you establish and maintain your own best in class assessments.
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assessment implementation, logistics & training
- Design and manage the logistics of your assessment days to keep things running smoothly.
- Train your teams in assessment best practices, ensuring they are fair and effective assessors and decision-makers.
- Bring all your data together to make confident and fair final decisions.
[case study] driving quality in early careers hiring
A global professional services firm needed to fix its high-volume hiring for early careers. Its former process was inconsistent, not grounded in data and misaligned with the company’s requirements, leading to many new hires who lacked the right skills. With exam failures and deferrals up, and performance in the graduate populating dipping, the company’s leaders knew something needed to change.
Randstad Advisory redesigned the entire assessment journey, creating a data-driven standard for success that applied to every early careers role across the business.
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Read how the impact was immediate—and see how it transformed potential:
- Significantly improved talent quality by using tougher, science-based assessments and a new ranking system that prioritizes well-rounded candidates
- Effectively sifted candidates against the traits and behaviors that are predictive of performance early on
- Increased cognitive ability benchmarks to evaluate whether candidates have the processing power needed to be successful
- Created a fair and consistent system that reduces bias, making hiring decisions easier to explain and defend
- Gave hiring managers the confidence to make better decisions through expert training, turning the new process into a benchmark for the whole firm
why you should work with us
Randstad Advisory’s expert organizational psychologists are assessment-, test- and vendor-agnostic. This means we aren’t tied to a single platform, tool or approach, and we will always recommend what’s best for your specific goals and context.
Our methodology and work are grounded in science and ongoing research. Assessment practices have remained the same for decades, but we strive to be at the cutting edge and will never default to what we’ve done before.
Our human potential model is the foundation of all of our work. While many only look at the tip of the iceberg, like past jobs and basic skills, we use data to understand what lies below the surface. This includes a person's thinking style, personality, their inner motivations and their future goals. This deeper insight allows you to predict success and find the perfect fit for your specific culture, rather than making a decision based on a resume.
Harriet is a senior vice president for Randstad Advisory and an award-winning organizational psychologist. She leads our team of expert organizational psychologists to help employers find and grow their best talent through scientific methods.
questions you can answer with talent assessment services
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How do we stop making hiring decisions based on gut feelings?
Gut feelings are often just unconscious biases in disguise. We replace them by implementing structured interviews and objective scoring rubrics. When every candidate is measured against the same predefined success markers, the data speaks louder than a "feeling".
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How can we give more opportunities to more of our talent?
Many companies lose great people because those employees don't know where they can go next. By supporting you to build an organisation-wide skills infrastructure, and using consistent assessments for both hiring and progression to keep track of your workforce, we help you identify internal candidates for new roles before you even look at an external job board.
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How do we reduce bias in our hiring process?
Bias creeps in when we see names, photos, or prestigious universities. We advise using anonymized assessments early in the funnel, and assessing the traits and skills that are proven to be predictive of performance. By focusing on what a candidate can actually do rather than where they came from, you naturally level the playing field.
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How do we move beyond resumes and start looking at potential?
Experience is a highly inconsistent predictor of future job performance. We collect intrinsic data through intellect, personality and motivation assessments to measure the traits that truly predict potential and future performance.
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How do we know if our assessments are working?
We don't just set and forget your assessment strategy. We run end-of-campaign analysis and track the correlation between assessment scores and on-the-job performance ratings on an ongoing basis. Then, we use this data to continually refine our assessment design. If your top scorers are not your top performers, we refine the benchmarks to ensure the tool is actually predicting success in your specific organizational context.
is your assessment strategy ready for the intelligence age?