Reboarding

There is often focus on preboarding, recruiting and onboarding, but one of the company’s most important resources is the current employees. Recruiting is expensive, so it makes sense so it makes sense to first look at whether a current employee can excel in the vacant role. When an employee changes job role, manager or job position internally, it is important that the company intervenes and supports their “reboarding process”. Here, the company significantly increases its chances of success in the new role. Reboarding covers all processes in which an employee’s role is largely redefined. One of the most important things to look at is the Trinity consisting of: Nearest leader – Tasks – Colleagues / Culture. When the following 3 things are interacting positively, it means that a candidate’s talents are staged in the most optimal way, and under these circumstances the employee has the greatest potential for success.

The interaction of the Trinity is named the talent “sweetspot”. This is achieved when your tasks are a part of your top talents, and the immediate leader actively and continuously uses this to lead and develop you, while the culture around you fits the motivational, drive and stress forces. The consequence of the lack of reboarding may therefore be that they move away from the “sweetspot” when the new role is defined, based on these 3 parameters. Leaders using the Talent Test are therefore more likely to stage the employee’s talents in the new position while ensuring that the Trinity is maintained. This is especially relevant regarding stress and well-being in general.

Leaders who actively use the Talent Test in the reboarding process, are able to stage the employee’s talents and strengths to the new environment. This shortens the process, makes it efficient, and increases the chances of better well-being and development. Initially, the likelihood of success in the future environment can be uncovered, as well as whether the upcoming tasks match the employee’s talents. In this way, an inefficient restructuring can be avoided.

An example is that it is rarely the top seller who actually becomes the best leader. An example is that it is rarely the top seller who actually becomes the best leader. The test can prevent poor management decisions while at the same time explain to the employee why another role is more appropriate. It maintains motivation and maintains the employees in the company.

Statements from happy customers

"In DOVISTA, we view “selection” as one of our most important competences, as our ability to choose the right people for the right position are crucial to creating the optimal organization.

In HR we have until recently based interviews on 4-factor profiles, which is an excellent conversation tool, but at the same time we were aware that we were missing an analysis and development tool.

Therefore, we choose to enter a collaboration with Talents Unlimited on their TT38 “Talent test” which gives us new and better opportunities to put together teams and organization based on a thorough test. It gives us opportunities we haven't had before. The fact that we have chosen to become certified ourselves, is because we see the tool utilized far wider than solely for recruitment, which is why we prefer it in-house, which allows us to work more agile, by having the competence ourselves"

Morten Vehl Revsbeck, HR Director DOVISTA.

"Personality tests have the effect of providing a rather caricatured - and therefore limited - image of a human being. TT38 is not like that.

TT38 draws a nuanced profile that better takes into account the often very contradictory qualities we each possess. The conclusions are not limited to "blue personality with a little green, so this is who you are", but is based on data on a wide range of personal traits and takes into account the interaction between them. It is all presented in a relatively straightforward way and is complemented by knowledgeable questioning and interpretation by Talents Unlimited, allowing the final nuances to come along

The warmest recommendations from here for both recruitment, efficiency and sheer curiosity"

Emil Zacho - Project manager @ Compell

"Talents Unlimited conducted the TT38 Talent Test on everyone in our team. It has been an eye-opening process for all parties, where each of us has been identified with personality, values, human top talents and non-talents - as well as their paradoxes.

I, as well as employees, are now geared to individualize the types of tasks we each enjoy the most, so that we can solve them with the least possible energy and get the highest possible output.

I really feel that we have shaped the pieces and we can now start to puzzle and create some even better teams that understand and complement each other's talents.

It will give us a better bottom line. Economically as well as socially"

Lars Skjoldby - CEO & Founder @ Skjoldby & Co

"In our selection of candidates, TT38 has
predicted the behavior 100% right each time!
The 3 times we chose not to follow the test
the candidate failed!"

Chairman of the HWC Funds MHL - Director Danotherm Electric A/S - Michael H. Laursen

"At Canon, we have a strong focus on hiring the right profiles that can succeed in our highly competitive market. Therefore, in collaboration with Talents Unlimited, we have used the TT38 Talent Test to define a success profile in sales that shows the talents a seller must have to be successful in our industry.
We can see that when we are loyal to our success profile, our success rate is higher in getting a salesperson to succeed in the job. This is of great benefit to both the employee and the company.
We have now gone one step further and have used the TT38 Talent Test in connection with team building in our sales team. The sellers and executives have become more focused on their talents and how they can become even better sellers, as well as how the sales team improve each other with each other's talent contributions"

Chatrin Sjøstrøm – Human Resources Director, Canon

1 / 5