360° feedback

The number 360 is derived from 360 degree feedback. This method is about assessing the skills of specialists and managers from different perspectives. This method uses 360-Talents for references. Hence the number 360 in the name of 360-Talents.

Replaces reference information

By using this method, we replace the reference information that is common today. Candidates provide references as part of the recruitment process, who are contacted and provide information about past collaboration and performance.

Why is this method important?

The use of the 360-degree feedback method in the recruitment process significantly increases the quality of the selection decision. The big difference between the reference information that is common today and the method used by 360-Talents is that reference information is fundamentally judgmental. 360-Talents is not about evaluating how good or bad someone is, but rather about describing actions in specific work situations.

What is the exact process?

The focus is on the candidate, or as we call it, a talent. The purpose is to determine a person's soft skills as accurately as possible. To do this, the talent carries out a self-assessment of their own values ​​and their own ability to act. A digital questionnaire is available in the 360-Talents app.

In addition, the talent for external assessments chooses a reference person from their own professional environment and invites them via the 360 ​​Talents app. The invited reference person then receives an email, logs into the 360 ​​Talents app and answers the same questions about the actions. Not just one person can be invited via the app, but a second, third and fourth reference person. Everyone carries out external assessments, i.e. describes the actions they have observed in practice. If all 4 invited reference people have carried out an assessment, the circle is closed and the 360 ​​degree feedback is fulfilled.