Optional · for positions that matter
Choosing the best candidate
What will make the difference is not on the CV.
A CV says where someone has worked and what they can do. It does not say how they will hold a busy lobby on a Saturday in July, whether they will speak up in the brigade or wait to be asked, or what will keep them with you after the season. Assessing the finalists sets what a CV does not show against what your position actually requires.
Why it helps in hospitality
A failed hire is paid for twice
Once when the person leaves — the position to reopen, the advert to republish, the interviews to redo, the training to start again. A second time during the months they were there without being in the right place: a team that compensates, a service that frays, guests who feel it. In a trade where everything happens in front of the guest, the mistake does not stay in the manager’s office.
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The positions where a mistake costs most
Front office manager, head housekeeper, head chef, maître d’hôtel, general management: positions where one person holds a team together, and where replacement is counted in months.
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The seasons, when you must move fast and well
As the opening approaches, time runs short at precisely the moment you would most need to choose with care.
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What a CV does not show
Composure under the pressure of a full lobby, a sense of service when no one is watching, the place one takes within a team, the ability to change pace between two seasons.
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What an interview shows poorly
An hour of conversation reveals above all who is comfortable in interviews. That is not the same quality as the one you are looking for behind a desk.
How it works
Four stages, and you decide at the last
You change nothing in the way you recruit: your advert is published like any other, and the assessment comes in only at the very end, on the candidates you have shortlisted.
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1
You post your job
Like any advert on TalentsHotels. Nothing changes for candidates.
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2
We define the position with you
An eighty-item questionnaire, completed with you, describes what the position really requires — not the job title, but the work. It is your position that serves as the measure, not a ready-made template.
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3
Applications are screened on CV, free of charge
Screening remains free, with or without the option, and the finalists are shortlisted.
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4
Each finalist takes the assessment online
However many there are: a one-hundred-and-thirty-item questionnaire, completed remotely, at their own pace, with nothing to install. You receive one summary per finalist, then the recruitment summary — and you decide.
What you receive
Pages to read, not curves to decipher
Everything is written in plain language, to be read by a manager, a head of department or an owner. No training is needed to use it, and nothing tells you whom to hire: the decision remains yours, better informed.
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One summary per finalist, set against the position
What the person brings, where they will be at ease, and the points on which to support them if you choose them.
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A recruitment summary
The overall reading, highlighting the three best candidates for the position you have described. It is the page you put on the table before deciding.
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Each person’s dominant talents
What each person naturally relies on — useful for deciding, and useful afterwards for settling them in.
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The position definition questionnaire
It stays with you. Many managers discover, as they complete it, what they were really looking for.
Reliability
What the assessment rests on
This is not a personality test of the kind found online. The tool rests on two frames of reference: the way a person processes information, decides and relates to others on the one hand, their talents on the other. Answers are read twice — what the person does in their trade, and what they aspire to — and it is the gap between the two readings that says whether they will last in the position.
The analyses have been validated at over 99% with more than 2,000 people. The questionnaire is completed entirely online, with nothing to install, and the results reach you through TalentsHotels: you have no account to create elsewhere.
Plainly put
Not every position needs it
It is an option, position by position, with no commitment and no subscription. You add it to the advert that warrants it, and to no other.
It is worth it when…
the position holds a team together or faces the guest; replacement would be counted in months; the vacancy has been open too long; the last holders did not stay; or your finalists are equal on paper and you cannot tell them apart.
It is not called for when…
the position is short-term or low-stakes; the team is already in place and the reinforcement occasional; you know the person personally; or only one serious application has reached you. In those cases, CV screening — which remains free — is enough.
And for the candidate
They gain something too
A candidate who agrees to take an assessment gives their time: in return they receive a presentation of their dominant talents — what they rely on, and what sets them apart. If they wish, they keep their profile and then receive suggestions for positions that suit them. It is not an exam to pass or fail: it is a description, and it belongs to them.
To begin
Post your job, we will see to the rest together
The option is added to the advert when you need it, and not before. If you are unsure about a particular position, write to us: we will tell you plainly whether it will serve you.
Full details of the plans and conditions are on the pricing page.
The assessment relies on ProfilerTonus, the tool designed by the Institut de Recherche Intelligence et Systèmes (IRIS). profilertonus.net