Job Coach Candidate Insight Assessment

This short assessment explores how you approach supporting others, what gives you energy, and how you tend to respond in everyday people support situations. There are no right or wrong answers. Please answer honestly. Time required: 10–12 minutes. Note: This is not a test. It does not measure ability or personality.

Step 1 of 5

20%
Name(Required)

Part 1 – Energisers & Efforts

Below are activities commonly involved in people support and job coaching roles.
Select the 5 activities that give you the MOST energy(Required)
Select the 5 activities that give you the LEAST energy (feel most effortful)(Required)

Part 2 - Natural work rhythm

For each pair below, choose the option that feels most natural to you in people support or job coaching work. There are no right or wrong answers. Please select one option for each pair.
Choice 1(Required)
Choice 2(Required)
Choice 3(Required)
Choice 4(Required)

Part 3 - Situation 1

You have 7 tasks and only 30 minutes to complete them. You will NOT be able to finish everything.

Part 4 - Situation 2

For each task below, indicate whether you feel you could do it well and whether you would naturally choose to do it. Please answer based on how the work typically feels for you.

Task 1: Listen to a client’s full story without interrupting, even when time is limited

Could do well:(Required)
Would choose to do:(Required)

Task 2: Create a clear plan or set of next steps for a client

Could do well:(Required)
Would choose to do:(Required)

Task 3: Support and encourage someone who feels stuck or discouraged

Could do well:(Required)
Would choose to do:(Required)

Task 4: Re-engage someone who has not responded for some time

Could do well:(Required)
Would choose to do:(Required)

Task 5: Learn and apply a new coaching tool or approach

Could do well:(Required)
Would choose to do:(Required)

Task 6: Complete accurate case notes after a busy day

Could do well:(Required)
Would choose to do:(Required)

Report Text for Admin

Report Output

Primary Energisers

Areas of work the candidate is most energised by. Based on the candidate’s responses across activity selection, trade offs, and situational questions, the following themes consistently appeared as energising:

How to use this insight: These energisers often indicate where a candidate may sustain engagement and emotional resilience over time.

Secondary / Supporting Energisers

Areas that can still be strengths, but may not be primary drivers The candidate also demonstrated moderate energy in the following areas. If no themes appear in this section, the candidate’s results suggest clearer, more defined preferences rather than a broad range of secondary energisers.

How to use this insight: These areas may be effective when balanced with the candidate’s primary energisers.

Effort Zones

Areas likely to require additional energy, support, or structure. Effort Zones are not weaknesses. They indicate aspects of the work that may feel more draining or require conscious effort.

How to use this insight:Effort Zones are useful for understanding where additional structure, tools, or role design may support performance and wellbeing.

Capability vs Energy Alignment

The candidate’s responses indicate several areas where they could perform tasks well, but would not naturally choose them. This pattern typically suggests capable but de-energising work. Examples include:

How to use this insight: These insights are helpful when considering workload balance, role expectations, coaching or system supports.


Recommended Interview Focus

The following areas may be useful to explore further during interview conversations.

How to use this insight: These prompts are intended to support balanced, strengths‑based interview conversations and to identify where role design, onboarding, or systems may best support the candidate.
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