ASSESSMENTS FOR HIRING & LEADERSHIP DEVELOPMENT

Find the Right People. Grow the Right Leaders.

At Noble Hill, we help manufacturers make better talent decisions, from the shop floor to the C-suite. Whether you’re hiring, promoting, or developing your team, our assessment services provide objective insight into who will thrive in the role, and how to help them grow.

When paired with individual and team coaching, assessments drive measurable impact. Smarter hiring. Stronger teams. Healthier cultures.

Why Assessments?

Even the best leaders rely on more than gut instinct when making talent decisions. The right assessments help you:

Predict performance before you hire
Identify leadership potential
Spot risks and blind spots early
Build high-performing teams
Reduce turnover and minimize costly hiring mistakes
Improve culture, communication, and trust
Get a head start on onboarding and development

We take a practical, data-driven approach. Our tools are reliable, validated, easy to use, and always tied to your business goals, not just a score on a page.

Better Predict

JOB PERFORMANCE

Our Approach

Every engagement starts with a conversation, not a sales pitch. We ask about your business needs, your people, and the challenges you’re trying to solve. Then we recommend the right assessment strategy to help you move forward.

We never hand over reports and walk away. Every assessment comes with a tailored debrief to help you interpret the data, apply it, and make better decisions.

Need help with interviewing, onboarding, or preparing development plans? Noble Hill can use assessments to support that, too.

What Tools Do We Use?

We use a set of proven tools to support leadership development and culture change. All our assessments are trusted, easy to administer online, and interpreted with the care they deserve.

Here are just a few we are certified in and recommend:

Hogan Assessments

Used for selection and leadership development for individuals and teams. Hogan helps predict how leaders and teams will show up at work: what drives them, how they lead, and what might derail them under pressure.

16pf® (16 Personality Factor Questionnaire)

A versatile tool for hiring and development. 16pf provides insights into personality traits that influence performance, leadership potential, and team compatibility.

360° Feedback

A powerful tool for developing current leaders. We gather input from peers, managers, and direct reports to help individuals gain self-awareness and take meaningful action.
> Deliverables: 360 Data & Interactive Workbook

Intercultural Development Inventory® (IDI®)

Helps teams working across cultures, functions, or global sites strengthen awareness, reduce friction, and build more inclusive, productive environments.

Skill & Ability Assessments

We tailor assessments to match the thinking, reasoning, and learning demands of each role so you get insight into who’s most likely to succeed.

What’s Included

A discovery conversation to clarify goals
Web-based assessments (30–45 minutes to complete)
A personalized debrief session with the hiring manager for each candidate
Optional, add-on support for interviewing, onboarding, and development planning

Our Approach Image of Hands Holding Puzzle pieces

Enhance

ORGANIZATIONAL CULTURE

When it Works Best

Our assessments work well when:

You’re hiring for a high-impact or hard-to-fill roles
You’re considering internal promotions or succession
You want to develop emerging leaders
You want to improve team dynamics or culture
You need a clearer, more objective process for talent decisions

Identify Strengths

& DEVELOPMENT AREAS

Smarter Hiring

Stronger Teams

Healthier Cultures

HEAR FROM OUR CLIENTS

Assessments are one of the most valuable tools in hiring. At FirstPower, we work with Noble Hill to evaluate every candidate, from senior leaders to individual contributors. The assessments and personalized debriefs don’t give our hiring managers a ‘go’ or ‘no go’ recommendation.

Instead, Mark helps us anticipate how a candidate may perform, understand whether they fit our culture, and shape the questions we ask during interviews and reference checks. The ROI is clear: this process saves time, reduces costly mis-hires, and prevents performance issues down the road.