01Why not a personality test
Self-report tests ask how you see yourself. We watch what you do.
Traditional psychometrics
Self-report answers can be shaped by wanting to look good, by coaching, and by how comfortable someone is describing themselves.
The Wells assessment
Scenario games ask for real decisions under realistic constraints. Scores come from the choices people make, not from how they describe themselves.
02Five games, nineteen minutes
What the assessment measures.
Scenario Judgement
Presents realistic workplace dilemmas with competing priorities. Measures how candidates weigh trade-offs, allocate limited resources, and commit under ambiguity.
Pattern Reasoning
Adaptive sequences that increase in complexity. Measures working memory, fluid reasoning, and the speed of accurate pattern recognition without domain knowledge.
Collaboration Sim
A simulated team environment where information is distributed. Measures how candidates share, integrate others' input, and adapt their approach to shifting group dynamics.
Adaptive Communication
Requires conveying complex information to different audiences. Measures clarity, conciseness, and the ability to adjust register without losing meaning.
Ethical Dilemma
Confronts candidates with conflicting obligations and stakeholder pressures. Measures principled reasoning, consistency of values, and willingness to act on difficult conclusions.
03Who uses it
Built for three buyers.
Employers
Add the assessment to your hiring process and see how every candidate handles the same five scenarios, not just how well they interview.
Career services
Colleges and universities can use the assessment to show students their strengths in a form they can share with employers alongside their transcript.
Internal mobility
Existing employees demonstrate capability for new roles without relying on manager nominations or tenure. Performance speaks louder than politics.
04The score report
One number, five dimensions.
Every candidate receives a composite score from 0 to 100, built from five sub-scores. Employers see the same report for every applicant, with each score explained in plain language.
Sample score report
82
COMPOSITE SCORE · OUT OF 100
05Fairness & privacy
A score starts a conversation. It never decides.
The assessment shows how someone handled five realistic situations. What happens next is a conversation with a person.
A person decides
Scores inform an interview or a coaching conversation. No one is hired, rejected or labelled by the score alone.
Accommodations
If you need an accommodation, email admin@wellingtontalent.ca before you start and we will work out what you need.
Your data stays in Canada
Results are stored in Canada. Under PIPEDA you can ask to see your results or have them deleted at any time.
See it in action.
A twenty-minute call is all it takes. We will walk you through the candidate experience, the score report, and how it fits your hiring process.
Book a twenty-minute demo →