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Frequently Asked Questions
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Diagnostics is often associated with medicine, as it involves the use of tools to select a suitable treatment. The situation is very similar with personnel diagnostics from 360 Talents. The focus is on potential employees. The use of personnel diagnostics significantly improves the predictive quality of a candidate's fit. The diagnostics are also ideal for determining a person's professional status, as a basis for systematic personnel development and for targeted and sustainable skills management within the company.
After registering in our online tool, the person concerned answers questions about their values and ability to act in stressful and normal work situations. This self-assessment is supplemented by up to four external assessments. The person concerned nominates reference persons from their own professional network who answer the same questions about their ability to act. An external assessment takes approx. 10 minutes. The comparison of assessments from different perspectives provides a real picture. Watch the video for more detailed explanations:
https://www.youtube.com/watch?v=rsv_IL77l20
We take data protection very seriously. We are aware that this not only involves the protection of personal data, but also the protection of privacy. Our users know at all times and decide for themselves who can view which data. We have taken technical and organizational measures to ensure compliance with the legal regulations on data protection, which are observed by us as well as by external service providers.
A uniform, scientific definition of the term does not yet exist. In a professional context, it refers to human actions in a social environment. Examples include the ability to work in a team, problem-solving skills, assertiveness, etc. Such human skills are undisputedly decisive for success and satisfaction in the employment relationship. Assessing soft skills using conventional personnel selection procedures is extremely challenging and prone to error. Watch the video for more detailed explanations:
https://www.youtube.com/watch?v=MhzoQ67a6aU
Today, anyone can acquire knowledge and prove it with qualifications or professional experience. Rather, the question is how to understand the knowledge and put it into practice. Or to put it somewhat casually: No matter how professionally qualified a person may be, if they do not fit into the team or the corporate culture, top performance is unlikely to result from the employment relationship.
No, soft skills are not personality traits.
Various personality models try to describe WHO someone is. However, drawing conclusions about how this personality behaves in practice is highly questionable. Soft skills, on the other hand, refer to HOW a person actually acts in practice. Personality traits are therefore much less interesting when assessing candidates than the directly measurable soft skills. In addition, soft skills can be developed relatively easily. Most people will find it much more difficult to change their own personality than to simply adapt their actions.
The mindset refers to a person's inner attitude or values. Values contain a central motivational component and are decisive for actions. The mindset therefore describes what is important to a person and what they strive for, e.g. security, health, recognition, etc. Watch the video for more detailed explanations:
https://www.youtube.com/watch?v=QJeHThAYCzM
Action skills are competencies for mastering job-related tasks, e.g. team-oriented action, problem-solving action or consistent action.
In principle, anyone can take part in a personnel assessment. In connection with an application, the best way to do this is by means of an invitation from the recruiting company. Diagnostics are particularly recommended for people who work in a team or have management responsibilities.
No, no commissions are payable for talent referrals and referrals are therefore free of charge. Companies are asked to take out a subscription for access to the talent pools. If a talent is hired from the 360-Talents pool, no placement commission is charged.
Soft skills are undisputedly the dominant success factor in the employment relationship. Time-consuming, structured interviews, evaluations and other aptitude tests are carried out to assess whether the soft skills requirements are met. By using our personnel diagnostics, you already have (validated) information on soft skills available before the interview.
https://www.youtube.com/watch?v=iik1CxApn-Y&t=267s
Our personnel diagnostics show the characteristics of a candidate's soft skills. This ACTUAL information is compared with your desired TARGET. This enables us to find the most suitable "match" for you. You recognize deviations and have the opportunity to design the role in the team according to the individual soft skills characteristics and to develop the soft skills of employees.