Detects character, talents and motivation

Analyst community

 
 

CoreTalents has a lot to offer not only clients, but also Accredited CoreTalents Analysts!

In addition to how you can use our intranet - usually free of charge (!) - to access all the tools developed by us to help your clients even better and more efficiently, whether as individuals or within organisations, individually or at team level, we also provide further enrichment, broadening, expansion and deepening of your CoreTalents knowledge.

Which is why we organise: 

1. Refine the Professional afternoons in Belgium and the Netherlands where approx. 8 topics related to the CoreTalents Method are treated. Danielle Krekels herself usually leads these sessions.

2. Master Classes

Full-day sessions in Belgium or the Netherlands where we work on one specific topic related to our method. The theoretical aspects are briefly explored, with the emphasis strongly on the practical side, mostly on the basis of specific (anonymous) cases. 

For these Master Classes, use is made of experienced CoreTalents Analysts who are also reknown experts in the domain in question. The topics are chosen by the analysts themselves.

 

3. A Crash Course Day for analysts who have been away from the practice for a while and/or who wish to update their knowledge.

4. The CoreTalents Analysts Mirror Group

 On Facebook where you can post anonymous questions or doubts. With over 200 of the nearly 300 analysts who are members, you are sure that your mail will be handled quickly. Danielle herself also takes a look now and then to help.

On LinkedIn and on Facebook there are company pages for both Belgium and the Netherlands. In the Netherlands, we support our analysts via KernTalenten BV in Amsterdam.

On Twitter we introduce fun news to the world, such as great blogs, books, etc.

Finally, on Facebook we regularly present an Analyst in the spotlight

 
 

What do our Analysts want?

 

Accredited AnalystsOur nearly 300 Accredited Analysts have equally many different profiles, and their dreams and goals are very diverse. As a professional organisation, we try to take into account the wishes of as many analysts as possible, in line with the vision of CoreTalents: ‘revealing to everyone their CoreTalents’ in a structured, professional and warmly human way

 

Advisory BoardOur Advisory Board listens well with a sympathetic ear. Not only to Danielle and Dirk, but especially and primarily to all our Analysts! They ask questions to the management of CoreTalents, give them good advice - which Danielle and Dirk are happy to receive - and ask our Analysts specifically how things are going, where we can improve and what else we can do to help them.

 

Quality CommitteeOur Quality Committee monitors the situation, ensuring that clients get their money’s worth. After all, a CoreTalents Analysis must always offer value: accurate, nuanced and complete, high-quality, tailored to the client’s understanding (young people are better assisted with a simpler language) and fully focused on his or her future.

Accredited Analysts adhere to an ethics and deontology that fits the high-quality work they carry out on a daily basis together with their clients. They recognise the unique value of Danielle’s work and are happy to contribute to fulfilling CoreTalents’ grand dream.

As an organisation, we in turn are happy to contribute to realising the dreams and life goals of our Analysts, as long of course as they are in line with the set standards and values of our organisation and the other Analysts. 

 
 
 

Further scientific research

Some Analysts dedicate themselves to projects, in the field (such as the many school projects) or further scholarly research.

Dr. Elke BogaertDr. Elke Bogaert (neuroscientist) is one of our heroines: she leads the R&D department and collaborates with university researchers in scientifically projects, verifying the predictive value of the CoreTalents Method.

 

prof. Dr. Dick SwaabThis is done on the advice of Prof. Dr. Dick Swaab, who expressed this wish in the preface to Danielle’s third book: “Krachtig met KernTalenten” [Strong with CoreTalents].

 
 

Testimonials

These Analysts are happy to tell you why they work with the CoreTalents Method and what they do each day in their practice.

 
 

Ilse HendrickxIlse Hendrickx has been an analyst since 2012 and is an Accredited CoreTalents Trainer. One of her passions is guiding young people in their studies and providing good study choice advice.

 

“My focus is first of all on a thorough acquaintance with the pupil or student, with the help of a CoreTalents Analysis. I believe it’s important to work in a non-therapeutic setting that appeals to young people. The interview starts quite pleasantly because I initially talk to them about their favourite activities as a child: playing football, building camps, gaming, crafts, youth movement, etc.

In the second part of the analysis, I listen very carefully to the young person’s story. In this, I find it essential to proceed sympathetically and have an open mind. Topics such as school, upbringing, friendships, but also their dreams and wishes for the future are discussed.

Finally, it is my turn as an Analyst to speak and give students insight into their magnificent CoreTalents and their unique personality. In this phase of the interview, parents are also welcome to listen in. The more parents and young people understand how things are, the more everyone can support a study choice as a team. The outcome of the CoreTalents Analysis, combined with my knowledge of the educational landscape, allows me to formulate clear study choice advice that effectively helps young people and parents. For me it’s always an honour and a pleasure to be able to work with this brilliant young talent!”

 
 
 

Ingrid Everaerts is not only a CoreTalents Analyst, but also an Accredited CoreTalents Trainer and has been both an individual and team coach for almost 20 years. Since 2011, she has also been training coaches, applying the principle that every coachee deserves a competent coach.

 

“I use the CoreTalents Method as a tool that gives me immediate insight into who my coachee is and what his or her preferences are. As a coach, this saves me a lot of time in the coaching process: it makes it possible to quickly respond to his or her motivators and I know how to adapt the ‘homework’ to the energy drivers. For coachees it is a huge advantage that they quickly gain insight into themselves and in this way easily and thoroughly anchor the material learned.

For me, the CoreTalents Methodology differs from other techniques in that it goes deeper, is focused on the positive, plus it is pleasant for coachees to examine their childhood. It is non-threatening, which is not always the case with a traditional test.”

 
 
 

Joachim WillemsJoachim Willems is IT team coach and supports the HR policy at Amplexor Belgium. Amplexor is an implementer of complex websites, intranet applications and systems for automated document management.

 

HRM at Amplexor Belgium uses the CoreTalents Method for selection and recruitment and to create profiles of all their employees, especially IT staff and engineers.

Joachim has been an Analyst since May 2015 and uses the CoreTalents Method. ”The strong emphasis on motivation - rather than competencies alone - to support employees in the development of their careers over the long term. The emphasis on motivation and potential ensures that important career choices are well-founded and that employees work in the right jobs with a lot of enthusiasm.”

 
 
 

Kathleen D’Hoogh has been active in the HR world for more than 18 years. As HR (temporary employment) manager she discovered CoreTalents in 2008 and then became an Accredited Analyst.

 

“Since then, I have successfully used the method for recruitment, talent development and leadership trajectories in various organisations. As a team coach in cultural change trajectories and as an individual coach for business leaders and managers, I see that the CoreTalents Method offers amazingly strong insights and a wonderful basis to assist people in their further development, both professionally and personally. By using CoreTalents for team coaching and individual coaching, I note that people become fully empowered. By making grateful use of my own strong CoreTalents, I am also in ‘full flow’ myself.”

 
 
 

Mireille VandevorstMireille Vandevorst is career counsellor, and seconds HR professionals in the SME sector. She discovered the CoreTalents Method through her work as a recruiter of hard-to-find engineering profiles

 

Due to the accuracy of the various selections for the ‘right (wo)man at the right place’ that she saw at engineer selection agency Alprocor - which uses the CoreTalents Method and of which CoreTalents is a spin-off - she herself followed the training for Accredited Analyst. She explains: 

“During this training I discovered my own CoreTalents, which prompted me to set up my own company. As a child I always said that I wanted to become an entrepreneur, but my parents and husband gave me the ‘good advice’ for years to opt for security and a permanent contract. However, I threw all of the certainty associated with permanent employment overboard and stepped into entrepreneurship with a good dose of self-confidence and conviction. 

Each employee is recruited on the basis of their CoreTalents. My employees know each other’s strong CoreTalents and that is THE greatest benefit in our team and for the growth of my company Solut, which provides solutions with a Passion for HR.”

 
 
 

Monique LooMonique Loo is an independent entrepreneur who uses her experience in multicoloured roles as company doctor, coach, trainer, CoreTalents Analyst, supervisor and intervision counsellor.

 

“I do this for the benefit of my clients who come to me because they (often) are looking for how they can feel ‘better’ about themselves and more intelligently combine what they need and have to offer with what the (work) environment needs and has to offer. Ultimately, it’s about the life-long development of people in and with their environment, of all ages at all stages of life, as far as I’m concerned, unhindered by formal pensions etc.

As a result, my role is no longer that of the standard doctor in the consulting room. I haven’t been active in the consulting room as a doctor monitoring absenteeism since 2000. On the contrary, I prefer ‘open consultation hours’ and it always involves ‘positive employability’, not the elimination of absenteeism.

I like to share these examples of insights of working people using the CoreTalents Method:

  • You might love people very much and want to make them happy, yet run into problems when needing to care for them. (Becoming a nurse and performing care tasks is not the best job for you.)
  • You can certainly want to be ‘dominant’ and go for profit and impact, and still accept loss as well. (The case where a team did not understand that a dominant boss could actually accept a loss, and that he was not simply pretending to do so.)
  • You can certainly enjoy and become energised from actively working in a team, whether structured or otherwise, and still run away screaming from passive socialising and small talk. (In a team where some team members were never interested when it came to socialising, while they were always ready to go and radiant in a team context.)
  • You can really want to know something about everything and at the same time feel the need to truly immerse yourself in just one subject. (A professional who thought something was wrong with him because he wanted both, but found - as did his environment - that he had to make a choice because the two were incompatible.)

These insights are difficult to combine using the standard tests (that employ polarising types based on Jung). After all, they often put people on the wrong track and sometimes ‘therefore’ lead to workers having their strong CoreTalents excluded. Or them feeling ‘obliged’ to apply their small CoreTalents. Unconsciously, because they didn’t know their CoreTalents yet.

The aforementioned insights led the clients involved to find a healthier way to grow and develop. They now understand the points on which previous guidance or work adaptation fell short or was counterproductive, and can now make healthier choices themselves and in collaboration with their (working) environment, also for the future: work is enjoyable again.”

 
 

Training as Accredited Analyst

 

The eight-day training (including a half-day practical exam and a free follow-up day within 6 months) is spread over 3-5 months and is always organised in the spring and autumn.

In the Netherlands and Belgium this is in Dutch, from 2019 we also be scheduling training in French and English.

 

Did you know that an analysis can be performed in four languages? The questionnaire and report are available in Dutch, French, English and German.