Assessments

An assessment that keeps working after the report

For selection, development, potential and career. We measure against the competencies from your own job architecture, so the results then carry through into selection, internal mobility and development.

Schedule an advisory call Request a sample report
  • 4.8 / 577 Google reviews
  • 5,000+assessments completed
  • COTANrated instruments
Example of a baseline: aptitude and behavior per competency, measured against what the role requires

Four questions, one standard

What is your question?

Every assessment measures against the same job architecture, so the results remain useful later on.

Selection assessment

For roles where a wrong choice is costly. We assess the candidate against what the role requires and compare the scores with those of other applicants.

What we examine

  • Personality and motivators, measured against the role
  • Cognitive and working level, where the role calls for it
  • Behavior, through structured observations

What it delivers

  • Well-founded advice on suitability and risks
  • Strengths and areas for attention per competency
  • A starting point for onboarding if you hire
Who it is for
Candidates for professional, specialist and management roles
Time for the participant
Half a day, including online questionnaires beforehand
Format
Online, with an assessment day on site or online
Report and advice
Within one business day
Price
Fixed price, estimate in the advisory call
Discuss your selection question

Development assessment

When you sense that someone has more potential, but do not know exactly where the lever is.

What we examine

  • Personality, motivators and values
  • Abilities and learning capacity
  • Behavioral competencies in the current or desired role

What it delivers

  • Concrete development themes and priorities
  • Starting points for coaching and training
  • Input for a personal development plan
Who it is for
Employees in their current or desired role
Time for the participant
Half a day, including online questionnaires beforehand
Format
Online, with an assessment day on site or online
Report and advice
Within one business day
Price
Fixed price, estimate in the advisory call
Discuss your development question

Potential assessment

We do not look at a single role, but at the broader opportunities within your context.

What we examine

  • Abilities, talents and learning potential
  • Personality, motivators and sources of energy
  • Behavioral competencies in different directions

What it delivers

  • Directions in which someone thrives
  • Insight for internal mobility and talent programs
  • A basis for conversations about career prospects
Who it is for
Employees, trainees and high potentials with ambitions to grow
Time for the participant
Half a day, including online questionnaires beforehand
Format
Online, with an assessment day on site or online
Report and advice
Within one business day
Price
Fixed price, estimate in the advisory call
Discuss your growth question

Career assessment

For professionals who sense that more is possible, but do not know in which direction.

What we examine

  • Personality, interests and values
  • Abilities and development potential
  • Contextual factors that determine where someone comes into their own

What it delivers

  • Personal career advice that suits who someone is
  • Concrete directions and scenarios to explore
  • More confidence to make choices
Who it is for
Professionals considering a next step
Time for the participant
Half a day, including online questionnaires beforehand
Format
Online, with an assessment day on site or online
Report and advice
Within one business day
Price
Fixed price, estimate in the advisory call
Discuss your career question

Our method

Three sources, one picture

A single test result says little. We put three sources side by side, and next to the participant’s self-image. Where they confirm each other, there is the conclusion. Where they differ, there is the conversation.

  1. Personality questionnaireValidated, with 30 facets in five domains. Reveals motivators and preferred behavior.
  2. Ability testCognitive and working level, only where the role calls for it.
  3. Behavioral observation by a consultantStructured observations, scored on the competencies from the job profile.
  4. This yields three meta-competencies: authenticity (does the behavior match who someone is?), self-awareness (how well does someone know themselves?) and sustainable effectiveness (what does someone need to stay in balance?).

From question to advice

How an assessment works

  1. 01 · IntakeSharpening the question, together with the client and the participantA one-hour conversation
  2. 02 · AssessmentOnline questionnaires and an assessment day, on site or onlineHalf a day for the participant
  3. 03 · ReportResults and advice, shared with the participant firstWithin one business day
  4. 04 · Advisory callA consultant interprets the results, with the participant and with youThen in the Talensa Hub

Experiences

What clients and participants say

4.8out of 5, from 77 Google reviews

“The report was surprisingly concrete. Not just a description of who someone is, but also how that plays out in practice. That made the conversation with the candidate much richer.”
HR ManagerKuijpers Service B.V. · Selection assessment
“What I appreciate is that the consultant really thinks along. It is not just about the instrument, but about the question behind it. That makes the difference.”
People & Culture LeadBasic Pharma Manufacturing B.V. · Potential assessment

After the report

The assessment is the baseline

The results land in the Talensa Hub, next to the job architecture. Start with one assessment and expand the cycle when it suits you.

See how it works
  1. BaselinePersonality, abilities and competencies, measured against the role.
  2. Talent matchingSee where else someone fits in your job architecture.
  3. DevelopmentThe gap with the role becomes a plan, with a check-in and a growth measurement.

Frequently asked questions

Is your question not listed? Get in touch

How long does an assessment take?

For the participant, usually half a day, including the online questionnaires beforehand. The report follows within one business day.

What does an assessment cost?

We work with fixed prices per type of assessment, with a discount for multiple programs. In an advisory call, you first get an estimate.

Online or in person?

We combine both: online questionnaires for scale and comparability, an in-person assessment where you want to see behavior. The advice always rests on multiple sources: questionnaire, observation and interview must confirm each other.

Which roles is this suitable for?

For professional, specialist and management roles, and for trainees and high potentials. We always measure against your own job profiles. If your job architecture is not yet in order, we start there.

Who sees the report, and can the participant see it first?

Yes. The participant sees the report first. A consultant then discusses the results with the participant and with you as the client.

How do you handle the participant’s data?

We process the data in accordance with the GDPR and use it only for the assessment and the advice. Read more in our privacy statement.

Do you have a selection or development question?

In an advisory call, we decide together which assessment fits and what you do with the results afterwards. You get a price estimate right away.

Schedule an advisory call Request a sample report

Joost GruijtersCo-founder, will look at your question