Talent Assessment Profiler | Core & Leadership Competencies
Posted by: Pesync Team
Talent Assessment and Competency Profiler
Evaluate core and leadership competencies through behavioral evidence to generate professional assessment reports.
Subject & session details
Select competency to assess
Click the level you observed in the interview
Definition
Elements
Select a level above to continue
Competencies assessed
Assessment Report
Score at least one competency above, then click “Generate Report”.
How to Use the Talent Assessment and Competency Profiler
This tool helps you assess both candidates and employees against core and leadership competencies, generating a professional report with development priorities in minutes.
Before You Begin
- Select whether you are assessing a Candidate or an Employee. The tool will adjust the labels and report accordingly.
- For candidate assessments, decide which competencies are most relevant to the role before the interview. For employee assessments, focus on competencies tied to current performance expectations or development goals.
- Review the competency definitions and behavioral indicators for each level so you know what evidence to look for.
During the Assessment
- For interviews, take brief notes on specific behaviors and examples the candidate demonstrates. Your own words are sufficient.
- For employee assessments, draw on observed behavior over time, performance conversations, and documented evidence rather than relying on a single interaction.
Using the Tool
- Fill in the subject name, role and your name at the top.
- Select a competency from the dropdown. The definition, key elements and all three behavioral levels will appear for reference.
- Click the level that best reflects what you have observed. Level 1 is Developing, Level 2 is Proficient and Level 3 is Advanced.
- Add specific observations or direct quotes in the text box to support your rating.
- Click "Add to Assessment" and repeat for each competency you are evaluating.
- Once complete, click "Generate Report." If you have assessed three or more competencies, a visual competency profile chart will also appear.
- Use "Print / Save PDF" to share the report with relevant stakeholders.
How to Read the Results
- Overall Profile is a simple average of all competency scores. Strong Fit indicates an average above 2.5, Moderate Fit between 1.8 and 2.5, and Developing below 1.8.
- Competency Results show each assessed competency with the observed level and any behavioral notes you recorded. Core and leadership competencies are presented separately for clarity.
- Competency Profile Chart provides a visual snapshot of strengths and gaps across all assessed competencies. Each colored dot represents the observed level for that competency.
- Development Priorities are ranked by urgency. Level 1 gaps appear first as High Priority, Level 2 as Medium Priority, and Level 3 competencies are flagged as Leverage Strengths with suggestions on how to utilize them further.
- Results should always be read alongside other evidence such as references, performance history and role requirements. No single assessment should be the sole basis for a hiring or development decision.
Disclaimer: This tool is intended to support structured talent assessment and does not replace the professional judgment of a qualified HR professional.
Why Organizations Manage Talent Through Competencies?
The Benefit to Individuals:
- To establish individual competency based on the vision and talent of the industry and company
- To provide direction for ‘individual’ development and quality
- To present individual competency from the viewpoint of unit and organization
- To specify individual developmental objectives for better results in the future
The Benefit to Organization:
- To train and develop employees
- To encourage improvement - oriented activities
- To motivate through regular feedback
- To support career development needs from employees
- To understand performance and competency of high performers & potentials
Competency Glossary of Terms
| Term | Definition |
|---|---|
| Competency | What superior performers are more likely to do more often in the organization, more completely and consistently. These are statements of observable behavior, knowledge and/or skills that “make a difference” and strengthen the contribution of the individual to the organization’s objectives. |
| Competency Name | A label provided to the competency which gives an overall essence of the competency in very few words. |
| Competency Definition | A brief sentence describing the competency and what it encompasses. |
| Elements | Key areas where individuals demonstrate the required behaviors, knowledge and/or skills. This is the executive summary of the key competency indicators. |
| Proficiency Level | Degree of complexity of performance and/or in the scope (breadth / duration) of impact from someone’s activities. |
| Key Competency Indicator | Actual behaviors that demonstrate the competency in work situations. Any competency ultimately translates into practice through demonstration of these indicators. Provides a clear description, in everyday language, of what a person needs to do to carry out his or her job effectively. |
*Framework definitions intended for organizational standardizing and performance alignment.
What do the proficiency levels mean?
Developing (Level 1)
- New to role or does not consistently demonstrate expected behaviors, knowledge and skills for the role
- Minimal level of experience or upskilling to full role of competency
Proficient (Level 2)
- Consistently demonstrates expected behaviors, knowledge and skills for the role - a solid contributor to achieving the organization's goals
- Will typically have mastered a technical area
Advanced (Level 3)
- Consistently demonstrates outstanding observable behavior, knowledge and skills in the role that are clear role model behaviors and strengthen the contribution of the individual in the organization
- Will typically have exceptional technical know-how
Recommended Resources
- Identify your most critical positions and mitigate long-term risk with our Succession Planning & Financial Risk Calculator.
- Explore our Competency-Based Probing Guide: A structured assessment tool for a more conceptual interview framework.
- Explore our Focused Interview Guide: Expert techniques, response coding, and ready-to-use exercises.
- Access our Free Competency Dictionary, a comprehensive library of behaviors to supplement your talent profiling process.