Onboarding
Research shows that it takes an average of 80 days for a new employee to reach the average level of production. However, on average, the employee is 30% less efficient. You may end up spending several weekly salaries on a new employee if they are slow to develop, have challenges with their nearest manager and / or colleagues, or if they are often attracted to other types of tasks. The Talent Test does not only show who is the right person to hire and get into the business, it also shows how to steer the employee in the best way possible according to their strengths and behaviours throughout the onboarding process. Focusing on talents therefore ensures that you hire the right candidate and in the proper way.

Leaders utilise the test to screen candidates, but also to form team profiles. In the team profiles, leaders are aware of the team’s overall strengths / weaknesses and behavioural patterns. This means that the company can make sure that all aspects are included when it comes to the future collaboration between the candidate and the existing team. People are vastly different and it is therefore central to the recruitment process to include talents, drive strengths, motivation strengths and stress strengths. It is often difficult to define and quantify these parameters, which is why managers and consultants use the Talent Test to uncover these softer values.


The cognitive talents explain the individual’s preferred and instinctive behavioural patterns. They identify which areas the candidate can be optimally developed within and can therefore prevent conflict and ineffective collaboration. All of this is essential to the success of the onboarding process. It shortens the process, makes it more efficient, and focuses on the long-term investment, which an employee must be considered to be a part of, particularly in relation to the company’s goals and visions. Only when the employee feels in place and has crossed the average production level can they increase the numbers on the bottom line.