Redeployment & Career Transition AssessmentsPlace People Where They Will Succeed
RightPeople helps Australian employers redeploy, retrain and transition staff using the same validated career direction assessments used by individuals: career interests, work values, cognitive ability and personality. Every employee receives a personal report and a debrief with a registered psychologist; HR receives an objective basis for placement decisions.
Restructure, Redundancy
and Workforce Change
Career transition assessment is used whenever an employer needs to move people into different work rather than simply out of the organisation.
Redeployment after restructure
Roles are removed but people are worth keeping. Assessment matches displaced employees to vacant or emerging roles on ability, interests and values, not job title alone.
Automation and technology change
When tasks are automated, staff need to move into new streams. Cognitive ability and interest results show who is suited to retraining, and for what.
Mergers and consolidation
Duplicate roles across merged teams. Objective, consistent assessment supports fair selection and redeployment decisions that stand up to scrutiny.
Outplacement and considered exits
Where redundancy proceeds, a career report and psychologist debrief give departing employees direction and demonstrate duty of care.
Graduate, apprentice and trainee streams
Direct early-career intakes toward the business areas where they are most likely to perform and stay, before rotations are locked in.
Internal mobility and mid-career change
Long-tenured staff who want a different direction inside the organisation. Assessment turns an open conversation into a concrete pathway.
The Business Case for
Getting Placement Right
Redeploying a person into work that does not suit them costs twice: once in performance and again when they leave. The research on person–job fit and job satisfaction is consistent.
Fit predicts commitment and retention
Kristof-Brown, Zimmerman and Johnson's meta-analysis of 172 studies in Personnel Psychology (2005) found person–job fit is strongly related to job satisfaction and organisational commitment, and to lower intention to quit.
Satisfaction predicts health
Faragher, Cass and Cooper's meta-analysis of 485 studies and 267,995 people in Occupational and Environmental Medicine (2005) found job satisfaction is significantly related to mental and physical health, most strongly to burnout, depression and anxiety.
Disengagement is the default
Gallup's State of the Global Workplace 2026 report found only 20% of employees worldwide were engaged in 2025, and estimates low engagement cost the global economy US$10 trillion in lost productivity.
What a Career Transition
Assessment Measures
Each employee completes four validated assessment types online. Together they answer the redeployment question: what can this person do, what do they want to do, and where will they stay?
Cognitive ability
Verbal, numerical and abstract reasoning. Shows which roles and retraining programs an employee can realistically succeed in.
Career interests
The activities and fields the person is drawn to. Predicts how engaged they will remain once the novelty of a new role has passed.
Work values
Work values are personal preferences, beliefs and ideals about work: security, autonomy, variety, service. Mismatched values are a common reason redeployments fail.
Personality
How the person works with others and handles pressure. Identifies the team environments and role types they will find natural.
A Redeployment Program
Run by Psychologists
RightPeople's registered organisational psychologists scope the program with HR, run the assessments online and brief both the employee and the organisation.
Scope with HR
We agree the employee group, the roles or streams available, timing and reporting. Assessments can be live within days of sign-off.
Employees assess online
Each person receives secure login details and completes the assessments 24/7 from any site or from home, at their own pace.
Reports and group summary
Every employee receives a personal career report. HR receives a consolidated summary mapping people to suitable roles and retraining options.
Debriefs and manager briefing
A registered psychologist debriefs each employee one to one, then briefs managers on realistic pathways and development needs.
Redeployment assessment questions
What is a redeployment assessment?
A redeployment assessment is a structured set of psychometric tests, covering cognitive ability, career interests, work values and personality, used to match an existing employee to alternative roles within the organisation. RightPeople delivers it online, produces a personal report for the employee and a consolidated summary for HR, and a registered psychologist debriefs each person one to one.
How is this different from outplacement coaching?
Outplacement coaching focuses on job search skills after a decision to exit has been made. RightPeople's career transition assessment comes earlier and is evidence-based: it measures what each employee can do and wants to do, so the organisation can redeploy where possible and, where exit proceeds, give the person a validated direction rather than only a résumé review.
How many employees can be assessed at once?
There is no practical minimum or maximum. Assessments are delivered online, so a group of five in one office or several hundred across multiple states complete them in the same window. Reporting scales accordingly, with individual reports for every employee and a group summary for HR. Programs can typically be live within days of sign-off.
Is the assessment fair to employees with different backgrounds?
Yes. RightPeople's assessments are built on over 25 years of Australian research and normed on Australian working populations. Cognitive, interest, values and personality measures are combined so no single score drives a decision, and a registered organisational psychologist interprets results in the context of each person's experience and the roles actually available.
What does the employee receive?
Each employee receives their own career report listing suitable roles, areas of retraining, an action plan and recommended resources, followed by a confidential one-to-one debrief with a registered psychologist by phone or face to face. The employee report is theirs to keep, whether they are redeployed internally or move on.
Planning a restructure or redeployment?
Talk to a registered organisational psychologist about scoping a career transition assessment program for your people.
