HR interview cycle2017-12-15T06:58:56+00:00

HR interview cycle

Take people to the next level through a structured talent dialogue

Structural professionalization of the organization

One of the main questions of all organizations is whether people are able and willing to act ‘professionally’ in their work. People’s behavior determines if an organization succeeds or fails; if they work well together or less effective.

A good way to strengthen professional behavior in a structured manner is to implement a HR interview cycle. During the interview cycle, the manager conducts a conversation with employees about performance and development a couple of times a year. TMA Method offers a philosophy and related online tools that allow organizations to design this whole interview cycle.

Make the interview cycle more effective and easy with TMA Method

Motivating people towards professional behavior is not an easy task. People have their own (unconscious) preferred behavior and sometimes seem to be completely stuck in their current routine.

If you want to encourage people to develop further, you must first have a good profile that shows the way to professional behavior. In addition, you will get precise and objective information about people. If you have no reliable information about people such as their talents, drives, cognitive abilities and skill level it is difficult to strike the right note with them and lead them to an appropriate development plan.
An interview cycle is more effective and easier with TMA Method. You have a portal with online tools available for use 24 hours a day:

  • A complete online competency library can easily translate roles or functions into clear sections: performance areas, required skills and competencies.

  • Online assessment tools that provide objective information about individuals or groups (talents, drives, learning ability, preferences in management, competency level).

  • Development reports that provide insight into the possibility of developing the necessary skills.

  • Simple dashboards for executives that help to get an objective insight into the drives and talents of individual employees. Facilitate personal development and performance growth.

  • Simple dashboards for employees that help to understand their talents and shape development plans and actions.

  • HR analytics: team or organization reports that let you see if the course of the organization is supported by talents and skills of your employees.

Consultancy

With TMA Method, you can easily implement your HR interview cycle at a higher level. TMA offers solutions ranging from self-service to co-creation. In co-creation, we provide support through specialists that can help you shape and implement the interview cycle.

Co-creation can include the following stages:

  • Creating or updating job or competency profiles.
  • Design and implementation of the interview cycle.
  • Have TMA assessments outsourced to TMA professionals.
  • Applying TMA Method for the HR interview cycle

    Use the following information for conducting successful interview cycle with TMA:

    • Create or update profiles: create function or competency profiles using TMA Competency Library online (supplied with behavioral examples on 4 levels), this will help you to describe the essential behavioral skills for your function or role.

    • Analyze talents: psychometrically measure to what extent 22 drives, 44 talents and 53 competencies apply to your candidate. See immediately where strengths and weaknesses of people lie and what intrinsically motivates them.

    • Measure competency level: measure the competency level based on the feedback from the central person and various stakeholders.

    • Develop competencies: from online dashboards on the level of drives / talents you can quickly see the areas where it is worth the effort to engage in development activities. TMA Method also supports you with coaching and development tips and an online Personal Development Plan (PDP).

    • Measure the competency level once again: measure the competency level based on the feedback from the central person. and various stakeholders. This will help you discover the impact of development actions.