Free assessments can become either a thoughtful on‑ramp or a distraction. As an HRBP, you can set the tone. Treat the “Potential” report like a quick radiograph—useful for forming a hypothesis, not for settling every debate.

A practical 7‑day cadence for pilots:

Frame (Day 1). With the hiring manager, pick one decision to inform—e.g., “Is this candidate best deployed as a specialist or a near‑term team lead?” Capture the job’s non‑negotiables in six to nine weighted competencies.

Scan (Day 2). Mark the top strengths and note any constraints flagged in the report. Where do they align with the profile? Where do they rub?

Triangulate (Day 3–4). Pair the insights with one work sample and a structured interview. Probe for evidence tied to anchors (not vibes).

Decide (Day 5). Make a small, reversible call—trial assignment, targeted onboarding emphasis, or a side‑by‑side comparison with an internal candidate.

Review (Day 7). Did the early call reduce uncertainty? If yes, move forward. If no, escalate to a deeper report without retesting.

Why this helps HRBPs: you create a consistent intake pattern that managers can follow, you reduce panel drift, and you build an audit trail from insight to action. Some leaders may worry that a “free” report lacks rigor. Fair concern. That’s why you position it explicitly as a hypothesis generator, complemented by anchored interviews and work evidence. Used that way, it saves time, improves fairness, and avoids the familiar trap of falling in love with a résumé.

Try the POTENTIAL Report at no cost!