Glossary of common TalentBoost terms

To kick things off, let's cover some common TalentBoost terminology to help you better understand, and use this product effectively.



A skill, by definition, is the ability to act and achieve determined results. Skills are predefined by the supervisor. To quantify a skill, you can set a score level for how well you or a colleague can perform. Only a supervisor can rate the skill of another employee. 

To help you better manage your skills as an individual or company, you will be able to distinguish skills by:

Core skill: A skill that is necessary to possess in a particular skill set.

Additional skills: Optional skills, or skills that are not mandatory for a given skill set.

1st grade of ease: A skill that has an immediate relationship (based on the Skill map’s structure or its influence on another skill with a skill you already possess.

2nd grade of ease: A skill that has an intermediate relationship with a skill you already possess.

Recommended: A skill that is needed or desired at the team or company level.

Find out more about the best practices and different use cases 


Score level

There are different assessment sources that provide an overview of skill performance. In essence, one skill can have multiple score types such as:

TalentScore: Score received after completing an inbuilt test that assesses your performance in a specific skill.

Manager: The subjective opinion of a manager or supervisor about your performance in a specific skill, based on specific observations.

Self-Assessment: The self-reported assessment of your own skill level.

Desired: An aspired level of skill performance.

Recommended: A level of performance that is desired by the company.


Skills map

The map contains all the skills that can be configured and filtered by the manager. See use cases

Skills map structure: There are 3 levels of aggregated skills. The smallest element of the map is the skill that can only appear once in the structure. This way skills are easier to manage and highlight connections with skills from different categories. See examples and use cases of how to build a Skills map.

  • Skill group level: A group of skills that are related or very similar to each other.
  • Skill subarea level: Subareas containing skill groups that are related to each other.
  • Skill area level: Collections of subareas that fall within one area of interest.

Active skills: Skills that are visible at the default view of the map, which is configurable. The remaining skills are hidden and are called Inactive.



A logical set of skills. One or multiple skillsets define a job position and enable easy skill management across the company and positions. 



A structured hierarchy of users within a company. Each user may be in multiple teams at once. 


User Profile

In the user's profile, you can access position, contact information, assigned teams, and an aggregate of skills with current scores. It also contains skill assessment requests and scores of TalentScore tests.



A TalentBoost user can keep track of skill changes that are added to the user profile. They can explore potential growth opportunities through the skill map as well as career, and learning materials.

Manager: manages the company view of skills, evaluates employees, and sends skill assessments. See more



A defined job position in a company that has skillsets assigned to it. Skillsets assigned to a position define the required skills for a particular position.


Was this article helpful?
0 out of 0 found this helpful