See competences
People can do more than their CV shows.
Lianova makes visible what sits behind titles and stations – for tasks, pathways and development.
Titles and stations say too little about what someone can do.
The CV describes the frame. For the next task we need the concrete contribution.
Fictional example
In customer service. And much more in the system rollout.
How Lianova surfaces skills from a concrete experience – and lets Mara review the suggestions.
Lianova asks about the contribution
Mara works in customer service and was involved in a system rollout. Lianova goes beyond the role and asks what she took on herself.
Mara describes her experience
Instead of a job title, a tangible contribution appears — sorted questions, practice examples and coordinated dates.
Skills emerge and are reviewed
Lianova suggests skills and links them to the described experience. Mara confirms or refines.
Her experience can be relevant for training-preparation tasks.
A competence profile that connects experience and skills.
From Mara’s example grows a continuously expandable picture – not a replacement for her role, but an extension of it.
Traceable
Every suggested skill stays linked to the described experience.
Co-shaped
The person reviews, refines and adds to the suggestions.
Expandable
New experiences extend the profile.
Put existing skills to work on new tasks.
Three concrete uses in the organisation.
Staff projects
Find fitting people for projects – even when their current role suggests something else.
Project staffingDiscuss development
Clarify next development steps based on visible experience and skills.
People developmentExplore internal moves
Find tasks and pathways that match abilities people already have.
Internal mobility
Which abilities stay invisible in your organisation?
See in a concrete example how Lianova surfaces experience and makes it usable for development.
