Talent assessment
Finding the right person is only part of the challenge. Understanding how they think, lead, communicate and perform can make the difference between a good appointment and a great one.
Emerging strength: There are indications of strength in this area compared with many people, although this is not consistently pronounced. The individual is likely to generate workable ideas and show willingness to put them into practice, particularly in familiar contexts where the problem is well-defined.
Interview focus: At interview, ask for an improvement they proposed and saw through to implementation. Listen for what they did personally to get it delivered, not just the idea.
Patterns to explore:
No clear indication of this pattern in the profile. The combination it describes – strong practical idea generation alongside lower follow-through into delivery – was not found in the responses.
Emerging strength: There are indications of strength in this area compared with many people, although this is not consistently pronounced. The individual is likely to think in longer time horizons and show some capacity for strategic ideation, although the analytical grounding or external awareness needed to fully develop these ideas may not yet be consistently strong.
Interview focus: At interview, ask about a longer-term idea or direction they put forward. Listen for how they grounded it in evidence and how they made the case to others.
Patterns to explore:
No clear indication of this pattern in the profile. The combination it describes – a strongly positive strategic outlook alongside lower caution or deliberation – was not found in the responses.
Structured assessment services
WasteRecruit provides structured assessment services that give organisations a deeper, more objective understanding of candidates, existing employees and leadership teams.
We combine robust assessment methodology with our understanding of the roles and behaviours that drive success within the waste, recycling and resource management sectors.
Used alongside interviews and professional judgement, assessment provides additional evidence, reduces hiring risk and helps organisations make confident people decisions.
Who we assess
Where assessment helps
How it works
Stage 01
How do you identify the key competencies? Before anyone is assessed, we map out what great looks like in the role and use it as the benchmark for the whole selection process.
We profile the people who know the role best: the line manager, your high performers and the current job holder.
Personality profiling and aptitude testing turn that knowledge into something measurable.
The results map out what great looks like in the role, which becomes the benchmark for the whole selection process.
Stage 02
Using our bespoke process, we help you assess every candidate against that benchmark, with two complementary measures.
Aptitude testing
We measure how quickly and effectively candidates are able to absorb and process different types of information. Research consistently shows a strong relationship between natural aptitude and performance at work.
Numerical
Interpreting figures, tables and data.
Verbal
Understanding and evaluating written information.
Abstract
Spotting patterns and solving unfamiliar problems.
Personality profiling
We use our bespoke WasteRecruit profile to ensure the right personality to fit the culture of the business, across four clusters of working style.
Stage 03
We design your interview questions around the key competencies identified for success, then lead the interview process, allowing you to sit back and observe.
The benefits of letting us run your interview process
Stage 04
Results arrive in context, with the time set aside to talk them through, not as a score sheet.
Time set aside to talk through each candidate’s results in depth.
A concise written report for every candidate assessed.
Results interpreted against the role and your business, not a generic score.
The specific areas worth questioning further, so interviews go where the evidence points.
The WasteRecruit Personality Assessment
Many widely used personality assessments compare people against broad occupational norm groups, often spanning sectors such as financial services, hospitality and professional services. For roles in our sector, we wanted something more relevant: not simply how someone compares with professionals generally, but how their working style compares with people across waste, recycling and resource management—and what that could mean in the realities of the job, whether in the boardroom or on a hazardous waste transfer station.
So we developed our own assessment, benchmarked against people working across this sector and designed by a business psychologist with 20 years’ experience delivering assessment projects for public- and private-sector organisations in the UK and Middle East.
It provides insight at three connected levels: a personality profile across five areas of working style, a 12-competency potential profile, and a practical interpretation of someone’s likely strengths and the circumstances in which their natural style might become less effective. The result is not simply a set of scores, but a clearer picture of the individual and focused areas to explore at interview.
Personality profile
Analytical · Inquisitive · Creativity · Applied innovation
Sociability · Social self-esteem · Persuasive · Assertive
Pressure · Setbacks · Adaptable · Optimistic
Team oriented · Trusting · Respectful · Empathetic
Self-discipline · Considered · Organised · Achievement
Then
Mapped to the roles you are actually hiring for.
Potential profile
A quick-reference profile designed for comparing candidates side by side, not a pass or fail.
Working with WasteRecruit gave us confidence that we were assessing candidates against the behaviours that would genuinely make a difference in the role.
Who designed it
Business Psychologist
MSc Occupational Psychology
Ben’s fascination with technology and psychology intersect in almost every aspect of his work at WasteRecruit, and highlight the nuance with which it must be approached. Ben has been instrumental in developing applications to administer WasteRecruit’s personality and online skills-based assessments that produce automated reports. This has proven valuable in highlighting an individual’s strengths, weaknesses and aptitudes, which makes for better candidate evaluation. Using this as a foundation to ask questions during interviews enables companies to hire with greater levels of confidence. Ben is a huge advocate of looking beyond the CV, to attitudes and behaviours when assessing candidates, and believes it’s exactly what the waste sector needs to grow its capacity and effectiveness.
Talk to us about assessmentProven science, alongside good old gut feel
Tell us about the role, or the team you want to understand better, and we will explain which parts of the assessment would earn their place in your process.