Features
Choose the right level of insight for each role. Manager-only assessments for quick evaluations, or full 360° feedback from peers, direct reports, and even external raters — all measured against the same competency framework.
Direct evaluations where a manager rates an employee against the competencies their job profile requires. Fast to administer when a single perspective is enough, with results that still tie into gap analysis and development planning.
Multi-rater assessments from managers, peers, direct reports, and external contacts. Responses are anonymized in aggregate, so raters give honest feedback and employees see a complete picture of how others experience their work.
1. Define the competencies
Build a competency framework with behavioral anchors at each proficiency level (1–5), or start from TalonHR's catalog and customize.
2. Create job profiles
Subject matter experts select which competencies each role requires and set the target proficiency level for each.
3. Run assessment cycles
Launch a manager or 360° cycle. Raters score each competency against the same behavioral anchors used in the job profile.
4. Aggregate and anonymize
For 360s, TalonHR aggregates peer and report feedback so no individual rater is identifiable. Manager and self-ratings appear separately.
5. Calculate gaps
Compare demonstrated proficiency against job profile requirements to produce a prioritized gap analysis automatically.
6. Drive development
Route the largest gaps into individual development plans, with growth areas linked to the competencies that need attention.
Invite feedback from people outside your roster — clients, vendors, or collaborators at other organizations. External raters receive a tokenized link with no login required, and can decline or mute reminders without affecting the assessment cycle.
Start a 14-day free trial or contact us for a personalized demo.