Healthcare
Recruit and retain care professionals by matching on attitude, motivation and resilience.
Example A care organisation (±180 staff) cut early turnover by adding personality and resilience testing as a fixed selection step.
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Select your sector at the top. Per sector we show how evidence-based assessments help with selection, development and retention, with norm groups and an approach that fits practice.
Recruit and retain care professionals by matching on attitude, motivation and resilience.
Example A care organisation (±180 staff) cut early turnover by adding personality and resilience testing as a fixed selection step.
View sector →Support teachers and staff with development talks and competency profiles per role.
Example An education institution (±320 staff) made development talks concrete with 360 feedback and competency profiles per role.
View sector →Screen high recruitment volumes objectively with ability and pre-selection tests.
Example A manufacturer (±950 staff) sped up pre-selection with an ability test linked to the ATS.
View sector →Bring structure to the review cycle and substantiate appraisals objectively.
Example A government body brought structure to the review cycle with clear competency levels per role.
View sector →Select on potential and team fit and develop talent in a targeted way.
Example A consultancy selected on potential and team fit and accelerated consultant progression.
View sector →Match on customer focus and reduce turnover with employability scans.
Example A retailer (±1,400 staff) increased internal mobility with employability scans and development paths.
View sector →Assess potential and team fit up front and develop leadership at scale.
Example A scale-up assessed potential and team fit up front and built a scalable leadership programme.
View sector →Fill field vacancies faster with a short, objective pre-selection.
Example A construction firm filled field vacancies faster with a short, objective pre-selection.
View sector →Stabilise peak recruitment with standardised selection assessments.
Example A logistics company stabilised peak recruitment with a standardised selection assessment.
View sector →Objectify appraisals with competency-based levels per role.
Example A financial services firm objectified appraisals with competency-based levels.
View sector →Use limited development budget wisely with personality and drives tests.
Example A non-profit used a limited development budget wisely with personality and drives tests.
View sector →Recruit fast for seasonal peaks and match on attitude and customer focus.
Example A hospitality chain recruited faster for seasonal peaks and matched on attitude and customer focus.
View sector →Keep staff sustainably employable with scans and development paths.
Example A food producer kept staff sustainably employable with scans and development paths.
View sector →Build strong, agile teams during transition with team and 360 analyses.
Example An energy company built stronger teams during a transition with team and 360 analyses.
View sector →Assess large candidate flows fast and objectively via API integration.
Example A staffing agency assessed large candidate flows fast and objectively via API integration.
View sector →Select reliably on safety, accuracy and stress resistance.
Example A transport company selected reliably on safety, accuracy and stress resistance.
View sector →Find commercial, customer-focused talent and develop it in a targeted way.
Example A telecom provider found commercial, customer-focused talent and developed it in a targeted way.
View sector →Match on customer focus and reliability for management and service.
Example A property manager matched on customer focus and reliability for management and service.
View sector →No sector found.
Organisaties die u voorgingen
Van overheid en banken tot zorg, onderwijs en industrie, 1.200+ organisaties kiezen hrmforce.
We work in almost every sector. Discuss with a specialist which approach and norm groups fit your organisation.