What if you knew ...
How to keep Peter
on board?
Peter has been walking around with a couple of issues lately. If you exactly understood what they were, you could respond to them in time and keep him playing on YOUR team.
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Turnover is preventable
Seven out of ten reasons for leaving are more or less preventable. There is a lot you can do to avoid voluntary turnover, if you have the right information.
Save your organisation from
Replacement costs
Running adds, manning recruitment stands, doing job interviews, paying recruiters... It's a costly affair.
Unneccessary strain on the recruitment team
The jobmarket has never been so tight, the pressure on your recruitment team is already high as it is.
Vacancy cost
Every day your vacancy is open, you are loosing money.
Opportunity cost
A newcomer needs additional attention form existing teammembers. That is time they could have spent on something else.
Training and productivity cost
A newcomer needs additional skill & technical training and makes rookie mistakes that cost you.
Use smart data and stop turnover
of employees leaving you could have been retained if you talked to them in time about what matters to them
of your employees are actively looking for other opportunities outside
of a their annual salary is what it costs to replace an employee
Your talent strategy benefits from the right people insights at the right moment.
The TLQ technology and expertise delivers decision information for sustainable careers.
Other challenges we can help with
Potential is often confused with performance. Only 30% of high performers are also high potentials. Get past the usual suspects in potential detection.
Don't make assumptions about career aspirations. Make employees attentive to their pitfalls.
Discussions behind closed doors and undisclosed criteria undermine trust. Increase transparency by using evidence-based data.
No more data Excel powered data collection on endless calibration meetings. Spend your time on what really matters: planning for development and follow-up.
Looking for more than HR reporting?
Start to look ahead with our Talent Review Profiler.
Potential and performance are all too often confused.
Get beyond the linear HR reporting cycle and focus on the core of talent management. Valuable decision information that creates a real impact and inspires people.
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Our happy clients
Civil servants work for a better society. That's why we support our colleagues in the federal government in taking charge of their careers and support internal mobility.
The evidence-based feedback we give them based on the TalentLogiQs solutions helps them to achieve that goal.
At Konings we like to keep our people close. We strive to know and understand them so we can move forward together. The TalentLogiQs solutions help us in this effort.
To Ormit Talent, the Career Fitness Profiler is a trusted instrument since 2014. We feel that the career intelligence provided by TalentLogiQs is indispensable for in-depth career conversations with our young talents.
In preparing our students for their transition into the labour market, we’ve created an intensive program toreflect upon their future careers and what is needed to sustainably build this. The career analytics provided by TalentLogiQs are essential input for ourcareer sessions. We find that the feedback in the individual reports provides our students not only with interesting insights but also pushes them towards concrete development actions.
At ProjectiveGroup, we aim to be an employer of choice for Financial Services consultants. That’s why we put personal & career development of our peopleare the very top of our agenda. The Talent Review Profiler supports us in this strategic effort. Based on the analytics provided by TalentLogiQs, we know exactly what topics to address in our development conversations.
The Talent Review Profiler provides not only with an evidence-based and speedy X-Ray of the talent pool, it has also provides the business with forecasting in terms of leadership, innovative and operational potential. We identify key risks like the risk of leaving and disengagement, and we give managers insight in the development opportunities and aspirations of every individual talent. This enables us to make talent decisions that both drive the business and engage talent.
For CM, the success of Talent Review depends both on the process and data you can trust. Crucial for CM is the conversation between manager and employee. The Talent Review Profiler fuels that conversation with the right topics in an evidence-based way.
To ensure the growth of Multipharma we like to engage in meaningful conversations with our people. The talent Review Profiler helps us to dig deep into the essential career issues, possible risks and the potential of our talents. It helps us to engage in qualitative career dialogues, identify development opportunities and search for the win win.
At Corilus, an innovative and leading software development company for outpatient healthcare, we have embraced the Talent Review Profiler in our Talent Review Process. Analytics enable us to base decisions on performance and talent risk metrics.
Receive a free
Talent Review Profiler demo
