Recruitment

There are major challenges and costs associated with recruiting. An error in recruitment may be caused by a lack of the required skills, a lack of commitment to the company’s development and vision, or because the candidate simply does not fit the workplace culture. Similar for all cases is that it requires great costs to rectify. Studies from Harvard conclude that most candidates change their job within the first year, typically between 2/3 and 12 months. The Talent Test covers all different parameters you need, to ensure a new employee is staged with the right task, within a suitable culture and is able to develop in the best possible way. It’s all about talent, and a candidate’s potential to succeed in the long run.

The Talent Test delves into everything from cognitive talents to behavioural patterns, and additionally maps the future potential of a candidate when the focus is on staging the right talents along the way. Through understanding talents, it is possible to increase the likelihood of predicting the candidate’s behavioural patterns and whether they will thrive in your current cultural settings. A deep insight is gained into the person’s potential for success in relation to upcoming tasks, while the talents clarify the areas where an employee has the potential for future development, and additionally where it is ineffective to focus on development. At the same time, the test explains where professionalism can be found in the specific candidate and explains how and why they will be competent within these areas.

One of the most important success criteria for successful recruitment is the candidate’s talent mix in relation to the company’s underlying strategy and vision. In order to avoid high employee turnover, one should focus on competencies vs. job role, but also in particular whether the candidate’s skills, mindset and behaviour are streamlined with the company’s long-term development strategy. Talents are particularly effective in indicating the potential of candidates for the purpose of positively impacting the development of the company and whether they themselves can create success and innovation in the job role.

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

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