PHASE 1
Create an honest baseline
- 01
Add employees to the organisation and assign them to the correct positions.
- 02
Connect employees to their teams and actual work tasks.
- 03
Ask employees to complete the required profiles and assessments.
Sparkly onboarding
Understanding people leads to better decisions
Two clear paths help you see beyond a CV, job title, or single score: find the right person for a new role or help an existing employee make their strongest contribution.
“Not who is better, but where each person can make their strongest contribution.”
Onboarding 1
Internal talent needs attention, not a ranking
Understand existing employees' strengths, potential, development needs, and team fit so each person can make their strongest contribution.
PHASE 2
Understand the person in context
- 04
For each employee, review:
- – fit with current work tasks;
- – natural strengths and preferred way of working;
- – motivation, values, and suitable work environment;
- – learning style and support needed from the manager;
- – risks of overload, conflict, or role misfit;
- – possible fit with other positions and tasks.
- 05
Open Team Health under Reports to understand team dynamics, value alignment, and missing capabilities.
PHASE 3
Turn insight into action
- 06
Discuss the results with the employee; treat the model's assessment as a basis for conversation, not as fact.
- 07
Agree on a concrete action:
- – redistribute tasks;
- – create a development plan or training;
- – add mentoring or adapt the management style;
- – move to a better-fitting role;
- – test a new area of responsibility.
- 08
Review the results regularly after changes to the role, team, or work tasks.
Onboarding 2
Recruitment that starts with the work — not the CV
Assess new candidates quickly and consistently while keeping professional human judgement at the centre of the decision.
PHASE 1
Understand your organisation today
- 01
Add employees to the organisation and assign them to the correct positions.
- 02
Connect employees to their teams and actual work tasks.
- 03
Ask employees to complete the required profiles and assessments.
PHASE 2
Prepare the recruitment
- 04
Select the position you are recruiting for.
Confirm the position's most important work tasks.
- 05
Create and publish the job posting.
- – select the team the person will join;
- – calibrate the values and EP-Fit required for the position;
- – define working conditions and required candidate assessments.
- 06
Invite candidates or add existing candidates to the recruitment funnel.
Candidates give consent, add their details and documents, state their preferences, and complete the same assessments set for the job posting.
PHASE 3
Compare and decide
- 07
Build a shortlist and compare the strongest candidates in Decision Board.
Filter candidates by job posting and status, then use the overall score to create the initial list.
- – fit with the work tasks and job posting;
- – EP-Fit and organisational values;
- – team fit and added capability;
- – working style, motivation, and work environment;
- – risks, learning style, and onboarding needs.
- 08
Interview finalists using the same structured questions.
- 09
Document the decision and move the candidate to interview, offer, hired, or rejected.
The important difference
Two questions, two fair ways to understand people
“Who is the best fit for this specific open role?”
“Where can each existing employee contribute at their best and grow?”
Frequently asked questions
The essentials before you begin
Are recruitment and internal talent analysis the same process?
No. Recruitment compares candidates against a specific open role. Internal talent analysis finds the best contribution and development direction for each existing employee.
Why add existing employees before starting recruitment?
Their roles, tasks, and assessment data create the organisational and team baseline used to evaluate candidate fit.
Does Sparkly make a decision from one overall score?
No. The score supports initial screening, while the final decision uses multidimensional comparison, structured interviews, and professional human judgement.
Does internal talent analysis rank employees?
No. Its purpose is to understand each employee's strengths, working style, development needs, and best-fitting role.
A good decision starts with better understanding
Choose the path that fits your goal and always consider the person together with the work, team, and development opportunities.