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Three steps to strategic self-insight - how behavioural change can contribute to effectively dealing with change.

Create support by using all input from stakeholders in a fast and efficient manner.

The traditional selection process paints a very limited picture of the person you have in front of you, turn the process upside down and test first!

Follow a two hour Refresher course and refresh specific knowledge of the certification training.

Download our newest infographic about selection & workforce transformation

Recruit talents during a staff shortage by properly organising the candidate journey

A good manager not only ensures that goals are achieved, but also that attention is paid to the development of the individual.

Download our newest infographic about Leadership & Work

With HFMtalentindex/Assessio's newly developed 'Leadership Feedback' tool, you can measure how effective your leaders are and initiate behavioural change.

There are far too few managers who actually succeed in their leadership role and there are several reasons for this.

A diverse workplace has many advantages. But unfortunately, everyone looks through a filter of prejudice. Do you want to recruit without prejudice? Get started with these tips!

What should weigh more heavily during a hiring process: what's on your resume or who you are as a person?

Is the personality behind the letter really the right person for the position?

The employee journey helps you identify moments when you can structurally deliver a dose of job satisfaction. Higher productivity, reduced absenteeism. Let talent find you.

How do you ensure your HR policy is relevant and up to date? We will provide you with a simple 5-step plan in this article so you will be able to manage your talent using a data-driven HR policy.

In many an MT you will hear the words: we need to be more agile! What do you need to successfully achieve Business Agility? Read our article on the crucial aspect you can’t afford to overlook.

How do you lead a remote team? How do you keep a team together when they’re all working remotely? We’ll give you 10 coaching tips for remote leadership.

The most successful teams have one thing in common: effective leadership. But, as a leader, how do you get the very best out of your people when the rug has been pulled out from under your feet?

The MAP Essence screening tool separates the candidates who have what it takes from the ones who don’t early on in the process.

In every job application procedure, there is ultimately only one person who gets that coveted job. How do you ensure that a rejected candidate still retains a positive feeling about your organisation, despite their rejection?

With many organisations currently working from home, remote leadership is obviously a hot topic. It is particularly important to provide support to people who are not used to working from home. As a supervisor, how do you do that?

Manon van der Lely  from a.s.r. was one of the speakers during the Learning Agility seminar in September 2019, where she talked about the HR policy at a.s.r., the changes that have recently been implemented and the role of Learning Agility in those changes. So how is she doing what is the current situation at a.s.r.?

You need to want to learn to be able to learn. Or: it starts with the will to change to be able to change. We spend a page on the various aspects of Learning Agility with explanations, articles and tips. Get started with your Learning Agility GO.

Suddenly entire organisations are working from home. We’re being forced to work from home and home-school children. How do you manage the new reality of remote working? How do you quickly and effectively develop new behaviour in a new situation?

Brunel prepares its leaders for the future with the Brunel Leadership Development Program. Brunel’s strategy has been tightened and this new situation requires a different form of leadership. The programme is an act of leadership: it’s not about talking but about doing. Jeroen Kerkhof, Global HR Leader of Brunel, explains more.

Han Mesters, Sector Banker at ABN Amro, was the first guest speaker at the first Learning Agility Seminar. Hij talked about collaboration and co-creation in a changing world. What developments he has seen during the last few years and what is the role of Learning Agility within those changes? And how is he dealing with the current situation and how are things at the bank?

Femke Nijboer, neuroscientist and University lecturer in Creative Technology was one of the speakers at the 2019 HFMtalentindex Learning Agility seminar. She talmde about the plasticine of the (healthy) brain. How is she doing now, and how is she dealing with the current situation?

HFMtalentindex has adopted the following COVID-a9 protocol to continue to serve our customers in a safe and adequate manner

Tips to improve on your Learning Agility on a daily basis, to learn how to deal with change easier and more constructively.

This article answers common questions we often receive about competencies, including how to create an effective competency profile

Pieter H. Heerema, President of the Heerema Group: “With an assessment, you increase the certainty of a safe decision. It almost scares me how well it works.”

Fluor Corporation is a big international organisation that helps clients design, build and maintain complex construction projects all over the world. Marcel Bechger of Fluor talks to Christel van der Werff about global leadership and change.

Join the final webinar in our three part series: Developing entrepreneurship and innovation in education

Changes in health care have resulted in new expectations from First Responsible Caregivers (FRC’s) and team leaders. With an online development assessment, Pro Senectute identified each employee’s development opportunities and needs.

What does entrepreneurship look like within an organisation?

A good onboarding programme is important in a market where it’s difficult to hire people and especially difficult to retain them. At the same time it’s an outstanding moment - for both the employee and the organisation - to start with development and performance management.

Two years ago, HFMtalentindex joined forces with the Royal Netherlands Society of Engineers (KIVI) to conduct a Learning Agility survey among engineers. Construction company Royal BAM Group employs lots of engineers. We interviewed Hans Ramler, Global Design Manager at BAM Groep, about Learning Agility in the construction sector.

NN is currently making the transition from being a traditional bank and insurance company to an IT-driven company. Because of the changes at hand, NN Group will need employees in the future who can respond to the changing environment in which the organisation finds itself.

The employee makes the difference at Staples, the market leader in office solutions. The use of HFMtalentindex in the Netherlands during the selection of sales and management candidates has substantially reduced staff turnover and training costs.

Josanne Verdonk, CHRO of GrandVision was one of the speakers during the Learning Agility seminar 2018. In this interview she explains why and how Learning Agility plays an important role in the international workforce and how it impacts on the people in the organisation, a year after the introduction of the concept.

Change and development are inextricably entwined. Three new HFMtalentindex products help analyse development and change management and stimulates thinking about the future of work.

Agile working, an agile mindset and learning-agile people. The term Agility is now commonplace and has gone past the buzzword status. Agile has become the way in which more and more organisations plan their work. Do you need people who are learning agile or is that nonsense?

To make it more easy to comprehend Learning Agility, watch our video in which we explain learning agile behavior in 90 seconds.

Looking back on a world-class performance. On 25 February 2019, the 17-year old Sven Elfferich is now the holder on the 1000 metre ice swimming world record! With an end time of 11:45,40 he sets a new world record

Once a candidate has completed the online assessment it is time to conduct the interview. But how to best make use of the results? We will give you 10 tips.

In the current dynamic world, where assignments are becoming ever more complex, the ability to effectively deal with these complex assignments more often as not requires teamwork. That’s why companies want to know how to get the best out of teams.

Column #3, by Jair Shankar. HFMtalentindex was given the opportunity to investigate the field of engineering, where, with the help of the Royal Dutch Institute of Engineering, 542 engineers volunteered to participate in the Learning Agility Indicator (LAI) assessment.

The second article in this series focusses on what the most used competencies are. Competencies are combined to create a profile, which an individual is assessed on. These profiles are used for two main purposes. The first is selection, where the assessor is able to hire the best person for the function based on their score on the profile.

How do you deal in practice with self-deception and impression management? Recruiters regularly ask us what to do with a candidate who has a high score on social desirability. How do you manage an interview with them?

In the search for a solution, Jonne-mei Beetz, Management Development Adviser of the Eneco Group, came across the term ‘learning agility’, which describes the extent to which a person can quickly learn what is needed in a new situation.

HFMtalentindex answers a wide range of questions in the field of HR. Some questions pop up more often than others, however. The following section presents a number of quick wins that can be swiftly and easily implemented in response to some of the most frequently asked questions.

Here are four reasons why a potential candidate's real, raw talent may be overlooked, and how you can avoid dismissing someone that may actually prove to be an invaluable member of your company.

When it comes to talent management, you probably have no lack of ambition in your department. For many HR managers, the big challenge is to embed this focus on talent management in their organisation as a structural feature. How can you gain the required commitment from both your line managers and senior management?

The right candidate for the right job. This is what every organisation wants. Actually, organisations do not want merely the right candidate, they want the best possible candidate. To an increasing extent, the best candidate is the one who performs today’s work well  maintains his or her good performance when changes are taking place within the organisation.

What is now the best way to lift HR to an even higher level? For HR it ultimately all boils down to one thing: an organisation revolves around the qualities of its people. As an HR professional, you want to know how to get the most out of talent.

The services offered by USG People contribute to a properly functioning labour market. For years now, various talent programmes have provided insight into the available talent. In the selection process for management and high potentials, objective data from assessments is always used. A few years ago, Learning Agility was added as one of these criteria.

We asked Jonne-mei Beetz, Product Owner of Engaging Future Talent from Eneco Groep, about how they use Learning Agility in practice.

The relationship between Learning Agility and Success. In today’s ever changing world, the importance of a dynamic workforce is on the forefront of every HR professional or selectors’ mind. A company that has a workforce that can adapt quickly to new company policies, a new company direction, or company transforming based on the economic climate or competition from rivals, are the ones that will most likely survive!

Which factors play a role in improving performance? And what type of relationship is it? The analysis found that People Agility and Self-awareness both show strong positive correlation with growth in performance.

An organisation’s success is as good as the total of the success of its employees. Correct. That a clear strategy is needed when recruiting staff that fit the mission and vision of the organisation has long been accepted.Please enter the excerpt

Has the training had an effect? Which steps have my employees now taken? Which competencies are more developed than a year ago? In which competencies should my employees still make steps? HFMtalentindex 2.0 now enables you to do a performance remeasurement.

The ‘war for talent’ is increasing on the international labour market. In it, we want to offer a truly distinctive value. By specialising ourselves even further and, above all: by investing in people.”

More and more often, during a selection procedure, candidates indicate that they are dyslexic. Can this be taken into account during an online assessment? And if so, how? A few options and tips.

Do you know what your organisation will look like five years from now? In other words, it is important to know whether your employees are capable of rapidly developing new, effective behaviour in a new situation. The ability to do so is referred to as Learning Agility, and it can be measured.

A focus on Learning Agility offers a new perspective on what employees can do for the organisation.

Development is an on-going process - and one that is often difficult to keep on the agenda. Continue to encourage employees’ personal development with the aid of the HFMtalentindex Interactive Development Compass.