Success profile

One thing is to need a new employee – another is knowing which work they should perform – the third is being able to tailor a search for candidates. The increased impact on your company’s turnover and growth is, in fact, deeply dependent on whether you get the right candidate, one who hits an average level or a top performer. A success profile based on talents unveils the essential success criteria for a candidate to perform as a top performer in your company. It will ensure that he / she has great success with the tasks he / she gets, and at the same time focuses on well-being and continuous development within the job role. Since all of the data comes from your own top performers in your current work, you can utilise statistics from your own successes in your existing culture.

When a candidate fits the company’s success profile, the company has statistically found a “clone” of their top performers. Several traditional tests and tools will inform you which box or category a candidate belongs to, and the challenge here is that there is still quite a difference between what exactly creates a top performer. Cognitive talents explain why each individual succeeds in what they do, and a success profile compares all the data from the tested top performers at the company. Therefore, the company takes all success criteria into account and clarifies whether the candidate’s talents match. The test works inside out, revealing the inner elements that create each of the unique top performers. It also increases the chances of even better development, as the company can uncover unique talent combinations along the way, in turn creating further success.

Research studies show a direct correlation between increased output on revenue and engagement, and the companies that utilise a talent-based approach to recruitment and development. This is mainly because talents are an accurate way to uncover success. They explain our instinctive and preferred behavioural traits, specifying in which areas they occur most frequently. Cognitive talents clearly show where our brains possess the greatest activity, and this is where an employee needs to be used. Success profiling through identifying talents can therefore increase the likelihood that a new employee can work in a similar, or better, manner in upcoming tasks and projects at the company, thus ensuring success.

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