Turn talent assessment into a working tool for HR
Selecting, developing people, understanding teams or measuring climate each require different information.
Talent360 lets companies and HR professionals create and manage their own projects, choose the assessments they need and turn results into information for making decisions and developing talent.
All from an environment designed to work with people, teams and organizations.
You need tools that fit into your processes
An isolated assessment can produce a report. But HR needs much more:
Talent360 doesn't start from the assessment we want to sell you. It starts from the problem you need to solve.
Four ways to translate the system into your organization's language
Select with more information
Assess candidates, compare them against the needs of the role and manage the process from a more complete view.
You can combine, depending on the project:
Detect what is worth developing
Understand strengths, competencies, behavior and motivations to turn the diagnosis into development priorities.
You can work with:
Understand what happens beyond the individual
Analyze both the people who make up a team and the collective functioning and experience within the organization.
You can incorporate:
Build capabilities at the points of contact with the customer
Understand how your sales and service professionals work and help them expand their capacity to adapt.
Talent360 offers:
Configure projects according to what you need to measure
Depending on the assessment, Talent360 lets you configure aspects such as:
Your organization should not have to adapt its processes to a closed questionnaire.
Use Talent360 models or build your own
Competencies
More than 80 predefined competencies, more than 80 sets and the ability to create your own models.
Climate
32 predefined gauges, a General Climate set and the ability to adapt or create your own gauges and sets.
DISC
Modular reports, multiple applications, DISC Behavioral Competencies, target profiles and specific maps.
Systemic
Select the areas and elements of collective functioning you need to analyze.
Start with our models or adapt them to the reality of your company.
Work at the level each problem requires
Not every HR question is answered by assessing people individually. Talent360 lets you distinguish:
Person
Team
Organization
This avoids trying to explain every talent problem through the same type of assessment.
Manage the process from role definition to decision
The Selection Manager lets you:
And for companies using Center, candidates coming from Jobs can be added directly to the process.
Don't stop at generating PDFs
Depending on the tool, Talent360 lets you work with:
The platform automates the collection and analysis of data and lets you use the information within your internal processes, not just deliver a document.
Observe how development evolves
In certain assessments, Talent360 lets you carry out re-assessments. This is especially relevant in:
Don't stop at the question “where are we?”. Add “what has changed?”.
Information for different HR roles
Selection / Talent Acquisition
Candidates, target profiles, assessments, interviews, comparison and fit.
Talent Management
Strengths, competencies, development, leadership and mobility.
Learning & Development
Identification of needs and follow-up of competencies.
People & Culture
Teams, climate, culture, wellbeing and organizational experience.
HR Leadership
Aggregated information to prioritize initiatives and understand groups.
Every HR question has its tools
Who fits best?
What needs developing?
How do they lead?
How does the team work?
How do they experience the organization?
Are we improving?
Work whenever you need to
As a business user you can manage your own projects from the platform:
The goal is to reduce dependence on external manual processes for the everyday work of HR.
Talent information demands responsibility
An HR platform can contain:
Each project must use the information only for the purpose for which it was collected and with the appropriate permissions.
Start from the question, not from the catalog
A company does not need to contract DISC + Values + Competencies + Climate + Systemic + Wellbeing. It needs to identify what it wants to understand or improve and then select the right tools.
Frequently asked questions
It can use different assessments and tools for selection, development, leadership, teams, climate, wellbeing, sales talent and customer service.
No. Each project can be configured with the tools needed for its objective.
In several tools, yes. For example, you can create your own competencies and sets, custom climate gauges and DISC target profiles.
Yes. The business user is designed so that HR can create, configure and manage its own projects from Talent360Center.
Yes. Depending on the assessment there are group reports, collective data, maps, comparisons and other visualizations.
In several assessments the data can be exported to Excel to continue the analysis.
Certain assessments allow re-assessments and comparison between different moments.
Yes. In addition to the assessments, Center offers a Selection Manager to manage processes, interviews, candidates, comparisons and fit to the role.
No. Jobs is a complementary platform. Companies can use Talent360Center independently, although the integration between the two adds certain advantages.
Talent360Consulting connects companies with independent consultants and firms associated with the ecosystem. These professionals are not employees or in-house consultants of Talent360Hub.
Yes. Guidance is part of the offering for companies. If you need to know the support model available for your case, contact us and we'll review it with you.
A platform to work with talent, not just to generate reports
Select, assess, compare, develop and analyze people, teams and organizations from a configurable environment that adapts to different HR processes.