hrmforce’s HR interview cycles identify strengths and areas for development using scientifically validated questionnaires. Employees receive specific feedback rather than general comments.
The tool automatically tracks progress, helping you bring structure to the interview cycle at your company or organization.
Talk to an HR specialist to find out which development approach is right for your team
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This is what goes wrong without structure in the interview cycle, and this is how hrmforce handles it.
hrmforce’s HR Interview Cycle supports your entire annual cycle, not just a single interview. Within that cycle, you can digitally schedule the reviews you need: the one-on-one review, one-on-one+, the development review, and the annual review. hrmforce helps you set up these reviews and provides a suitable questionnaire for each type of review.
After uploading employee data—either manually or via API—teams can get started right away. The follow-up meeting is the digital alternative to your to-do list in email or a notepad: you set specific work agreements and record who will do what and when. That way, no agreements are ever forgotten.
The development interview is a cycle designed specifically for operational employees, structured around five themes: work, learning and development, health and fitness, collaboration and leadership, and family and social connections. The input results in a concrete action plan; all discussions are saved so you can track your progress over time.
We’d be happy to show you in a demo how this solution works for your organization.
From one-off conversations with no follow-up to a self-sustaining annual cycle.
You choose which meetings to hold each year: BILA, BILA+, development meetings, and annual reviews. For each type of meeting, a suitable questionnaire and meeting outline are provided. We set up the cycle and create the schedule for the entire year.
Employee data is entered into the portal manually or via API. Managers and employees each have their own dashboard and can see which meetings are scheduled and when.
Before the meeting, the employee fills out the questionnaire for a development discussion covering five themes: work, learning and development; health and fitness; collaboration and leadership; and family and social contacts. Both participants start with the same information.
During the meeting, you’ll set specific work and development agreements: who does what, and when. This replaces the to-do list in the email.
The tool saves all conversations and tracks progress on agreements. At the next meeting, you pick up where you left off, and HR can see organization-wide what’s working and what isn’t.
The result: interviews that actually take place, appointments that don’t fall through, and a file you can use for performance reviews and professional development.
Schedule a no-obligation demo to see this solution in action, or check out the features and pricing right away.