Talent lifecycle management platform

Selection, development, promotion and matching from one platform

Discover hidden talent already within your organization, make better hiring and promotion decisions, and help your employees develop measurably. Bring in talent consultants and assessment psychologists where needed.

“For us, Talensa is a company-wide tool used to bring talent into view. It is truly a gift to our employees.”

Janneke van Stekelenburg

HR Manager, MCB

Product example: standard, baseline measurement and matching

50+ organizations invest continuously in their talent with Talensa

  • Brabantia
  • Kuijpers
  • Convoi
  • Gemeente Eindhoven
  • Valkenburg
  • Gemeente Landgraaf
  • Woonen Limburg
  • Zuyd Hogeschool
  • Seacon
  • Gemeente Beek
  • MCB
  • Parmant Scholen
  • Bonvue
  • Elk
  • Euroevent
  • Viggo
  • Verano Merk
  • Stichting AAP
  • Koraal
  • Legia
  • Omnibuzz
  • Mertens
  • Basic Pharma

WHAT TALENSA MAKES POSSIBLE

A continuous process for the complete talent lifecycle

Every measurement, every development plan and every promotion builds on the same job profiles. That way you see what your HR and L&D budget delivers, and it aligns with where your organization wants to go.

Without Talensa

Fragmented processes and heavy reliance on gut feeling

×

Promotions depend on the manager.

×

Recruitment runs through a separate system, based on CVs and gut feeling.

×

An assessment report ends up in a folder.

×

Development conversations are a form, without measurement.

×

What the development budget delivers remains an impression.

×

The job architecture comes out of the drawer once a year.

With Talensa

Measurable talent insight and support for growth

✓

Career progression rests on the same standard for everyone.

✓

Internal and external candidates are held to the same bar.

✓

Every measurement feeds into development plans and matching.

✓

Employees and managers steer development themselves.

✓

Course check and growth measurement show what L&D delivers.

✓

The job architecture is the yardstick for selection, promotion and development.

CUSTOMER STORY

MCB is building a new generation of talent with Talensa

ORGANIZATION-WIDE STANDARD

The work that needs to be done and the talent it requires

Together with our talent consultants, you can load your existing job architecture into Talensa’s Job & Talent Studio, clean it up and easily keep it up to date.

1

No doubts about the division of roles and relationships

With a widely supported, up-to-date job architecture, everyone knows what is expected and where authority begins and ends.

2

Fair dealings require clear agreements

That way, you have the honest conversation about hiring, development and career progression, without arbitrariness.

3

From a stand-alone Excel file to a strategic foundation

Maintaining the job architecture becomes second nature, because the entire talent lifecycle runs on it.

Job & Talent Studio

A job architecture shared across the organization

With Talensa, the job architecture serves as an up-to-date picture of the work that needs to be done and the talent it requires.

Product example: flow from work to jobs to profile

AI TALENT COACH

Who could succeed the production manager within six months?

In addition to our assessment psychologists and talent coaches, you always have access to the AI talent coach. Ask questions in plain language and get an immediate answer based on your own job profiles, talent pool, development programs and assessment data.

See the platform in action
Product example: AI talent coach

HOW IT WORKS

Start with one team and expand through the same process

You start with the job profiles of one team. After the baseline measurement, the development plans and the guidance, the growth measurement shows what it has delivered.

See how it works

01

Job profiles

What does the work require, and what talent goes with it? We capture that in your job architecture.

02

Baseline

Scientifically validated assessments, compared against the job profiles, bringing development opportunities into view.

MOBILIZING TALENT

As soon as your baseline measurements are in, talent can be matched with roles or vacancies.

03

Development plans

The difference between a (target) job and the baseline measurement forms development goals with a plan.

04

Guidance

The employee or manager tracks progress during the development program, with coaching or training from Talensa where needed.

05

Growth measurement

The course check and growth measurement show the objective result of the investment. Then the next round begins.

EVIDENCE

Why you can trust our methodology

Talensa’s measurement instruments are COTAN-reviewed and the choices behind them rest on 85 years of research into selection methods. Our unique approach has been carefully built over 30+ years, from that same scientific, objective foundation.

SOURCES

The literature the instruments are based on, with a link to the knowledge article for each source.

Validity of selection methods

Meta-analysis of the predictive value of selection methods. Explains why a structured assessment predicts better than a CV or an unstructured interview.

Read more>

Big Five personality model

The model the personality questionnaire is based on, with the professional literature behind it.

Read more>

COTAN review

Independent review of the quality of the tests used, per criterion.

Read more>

Norm groups

Why a selection norm group and a development norm group lead to a different picture for the same measurement.

Read more>
Read the knowledge article on selection methods and validity>

Frequently asked questions

For specific questions about our platform, talent consulting or our approach, we're happy to help via our contact page.

Contact us
This seems big, complex and expensive. Where do I start?−

Most organizations start with one team or one question: an e-assessment, a development cycle for the management team or a small group of high-potential employees. Only expand once you have reaped the benefits.

We already have AFAS or Personio. What does Talensa add?−

Talensa doesn't replace your HR system: personnel files and payroll stay where they are. Talensa focuses on the part that isn't covered there, namely your talent lifecycle. From job profiles and assessments to development plans and internal mobility.

Will our line managers and production staff understand this?−

The less theory a job requires, the more our development plans focus on learning on the job, and vice versa. The platform itself is built to be intuitive and is even easier to understand than a typical personal development plan or DISC analysis.

How long does an assessment like this take?−

An e-assessment can be requested, completed and delivered right away. You can then translate the results directly into a gap analysis or a selection recommendation. Live assessments usually take one working day to produce a result.

How do you handle important data?−

With our background in talent psychology on the one hand and financial data on the other, we know better than anyone how to handle sensitive information.

What does it cost to have my entire organization work with Talensa?−

Because so many variables are involved, including the use of our talent consulting and live assessments, we prefer to discuss the situation in your organization first so we can share a suitable estimate. Individual e-assessments are available from €285, and a management team development program starts at €1,450 per participant.

You decide on career progression based on more than gut feeling

For each job, Talensa defines what the role requires, measures where someone stands and follows the development plan until the next measurement point. That way, you have the facts on the table in every conversation about career progression.

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