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KNOWLEDGE & ACADEMY
Knowledge for modern talent development
A central hub with articles, guides, templates and events on modern talent development. Selected and written from practice.
Articles in the knowledge base
Start here
The essential guides: each topic in one overview.
- Recruitment and selection: from vacancy to a well-founded hire
- Talent matching: the internal marketplace for jobs and talent
- Skills management: from inventory to well-founded matching
- Assessment: what it is and when to use it
- Organizational culture: from measuring to steering
- Talent development: from insight to measurable growth
- Job architecture: the foundation for better matching, development and mobility
Strategy & Job architecture9 articles
- Talent matching: the internal marketplace for jobs and talentHow talent matching works as an internal marketplace: two directions, four dimensions, people analytics and the link with the job architecture and assessments.
- Skills management: from inventory to well-founded matchingHow to inventory skills, have them validated by colleagues and use them as the fourth dimension of talent matching alongside aptitude, behavior and culture.
- Job architecture: the foundation for better matching, development and mobilityHow to build a job architecture in four steps, with reusable building blocks, and how it carries through into matching, assessments and development.
- Competency management: from loose competencies to a working modelHow to define competencies with behavioral indicators per level, measure them through assessments and feedback, and let them carry through into matching and development.
- Job architecture software: what to look for when choosingWhat to look for in job architecture software: reusable building blocks, process integration with matching and assessments, and governance.
- Talent marketplace: the internal marketplace where jobs and talent come togetherWhat a talent marketplace is, how it differs from a job board, and why it needs a job architecture, assessments and matching.
- Succession planning: from vulnerable roles to ready successorsHow to support succession planning with a job architecture, matching and assessments. From reactive succession to proactive development.
- Skills gap analysis: from measurement to targeted actionHow to calculate the skills gap per employee and across the organization, prioritize gaps and translate them into development, recruitment or reorganization.
- Job profile: the standard for matching and developmentHow to draw up a job profile with reusable building blocks, and how it carries through into assessments, matching and development.
Measurement & Assessments8 articles
- Assessment: what it is and when to use itWhat an assessment is, which types there are, what they measure and how results flow into matching, development and people analytics.
- Career assessment: clarity about your directionHow a career assessment works, when to use it and how results flow into matching and development.
- 360 feedback use cases: six situations where it makes a differenceThe six most common situations in which 360 feedback adds value, with practical tips on timing, scope and follow-up per use case.
- Selection assessment: certainty before you decideHow a selection assessment works, what it measures and how it supports your selection decision.
- Development assessment: giving direction to growthHow a development assessment works, what it measures and how it gives direction to a personal development plan.
- Potential assessment: exploring opportunities for growthHow a potential assessment works, what it measures and how it contributes to high potential programs and succession planning.
- E-assessment: discover where aptitude and potential lieHow an e-assessment maps aptitude and potential, so you can support selection, development and mobility with data on natural strengths.
- 360-degree feedback: measuring growth through the eyes of colleaguesHow 360-degree feedback works, why it is valuable for development and how, together with assessments, it forms the complete talent profile.
Development & Careers1 article
Learning & Planning2 articles
- Talent development: from insight to measurable growthHow to get from assessment and 360° feedback to development opportunities, translate them into SMART goals with AI support, and make growth measurable through remeasurement.
- Development plan: from competency gap to SMART goalHow to get from a competency gap to a concrete development plan with SMART goals, AI support, governance and measurable progress.
Growth & Culture4 articles
- Organizational culture: from measuring to steeringHow to make organizational culture measurable with culture values, use culture match in selection and mobility, and measure and steer the gap between desired and experienced culture.
- Analyzing employee survey and culture measurement results: from scores to key findings per departmentHow to analyze results of employee surveys and culture measurements: from score classification and department analysis using heatmaps to structured key findings that lead directly to improvement action.
- Employee survey: from measurement to targeted improvementHow to set up an employee survey that goes beyond scores: from choosing themes and designing the questionnaire to benchmarks, analysis per team and concrete improvement actions.
- Exit interview: from departure conversation to retention insightHow to use exit interviews structurally to uncover reasons for leaving, recognize patterns and work in a targeted way on retention.
AI & Analytics2 articles
- Job architecture and AI: build faster without losing qualityHow AI speeds up the process of building a job architecture, how context-aware AI works with your building blocks, and how to safeguard quality.
- People analytics: management information for talent, mobility and developmentHow people analytics works when you connect it with a job architecture, assessments and matching. From dashboard to decision.
Recruitment & Selection9 articles
- Recruitment and selection: from vacancy to a well-founded hireHow to set up the recruitment process from the job architecture, with structured interviews, assessments and talent matching for a well-founded selection decision.
- Which selection method really works? 85 years of research summarizedWhat 85 years of research says about which selection methods predict job performance, and which do not. Based on Schmidt & Hunter (1998).
- Traditional vs. modern assessment center: what predicts job performance?Why a traditional assessment center (.37) predicts job performance worse than a modern model that combines cognitive tests, personality questionnaires and a structured interview (.63+).
- Structured interview: the STAR method with measurable scoresHow to set up structured interviews with STAR questions and BARS scoring, derived from the competencies in the job profile.
- Writing a job ad: from job profile to compelling copyHow to write a job ad from the job profile that both selects and attracts, with templates for the company description and terms of employment.
- Candidate experience: from application to onboardingHow to improve the candidate experience with a professional process: speed, transparency, personal communication and a strong careers page.
- Recruitment pipeline: from application to hire, step by stepHow to set up a recruitment pipeline with configurable steps, funnel analysis and lead time metrics.
- Supporting the selection decision: from gut feeling to dataHow to support the selection decision by combining interview scores, assessments, 360 feedback and skills on the same competencies.
- Linking the job architecture to recruitment: how to set it upStep-by-step guide: how to translate competencies and building blocks from the job architecture into job ads, STAR interview questions and assessment criteria.
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