Thomas designed its job profiling tool specifically to make the creation of job profiles much simpler and more intuitive. This online job profiling tool is fast and effective with the results displayed in a clear graphical format.
Before you can recruit the right person to the right job you need to understand not only the candidate’s profile but that of the role itself. Just as behavioural profiling with
PPA enables you to understand the behavioural characteristics of an individual, job profiling helps you identify the behavioural requirements of a job.
Why use Thomas job profiling tool?
Job profiling complements the psychometric profiling that
Personal Profile Analysis delivers. Both enable you to 'fit' job and candidate together seamlessly. By comparing a PPA profile against that of a job profile you are able to assess how well a person would 'fit' the role. Thomas' psychometric and behavioural profilnig works in tandem with job profiling.
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What does job profiling do?
Job profiling helps you to think of the key behavioural requirements of the job you are recruiting for in a natural and intuitive way. The process is structured to give you a template into which you can slot a candidate. Just as psychometric profiling helps you understand people's behaviour, job profiles provide an objective view of the characteristics required for the role.
To assist in analysing how well
PPA results compare to a job profile, Thomas has designed a guideline that offers external, expert opinion on how good a fit there is. Called ‘Goodness of Fit’ the guidelines are in the form of a rating system ‘Fit 1’ through to ‘Fit 5’.
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Thomas also offers behavioural and skills profiling. Skills profiling offers over 100 tests measuring hard competences such as MS Office, secretarial skills as well as literacy and numeracy. Behavioural profiling is delivered via the
Personal Profile Analysis (PPA), a fast accurate and cost effective way to understand people at work.
How does job profiling work?
You can create job profiles very simply and quickly. Four simple steps is all it takes. You will be presented with a blank graph with the four points (D, I, S and C) in a flat line on the centre line.
"To the left are the Job Demand lists, consisting of four sets of words that can be applied to a job. They describe the main focus of the job under review and highlight the main potential characteristics required to be successful in that role. The words represent the high factors you are looking for in that role.
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How job profiles are created
Job profiling has been designed to be as simple to use as possible - it takes only four steps.
Step 1
"You will be asked to look at the Job Demand lists and identify what are the most important characteristics for the job. You then select the first factor. For example, if you want to profile the job of a sales person, the first factor you might choose would be driven, assertive, goal oriented. If you chose that list the graph would reflect the following "
Step 2
"You will then be asked to choose from the remaining three Job Demand lists. In a sales role you would probably be looking for mobile, active, alert so you would choose that word set. The graph then reflects your choice. "
Step 3
"There will then be four remaining sets of Job Demand lists from the remaining profile factors. From these you will be asked to choose the next most significant word group. In our example of the sales person we choose I –persuasiveness, influence, outgoing. The graph now reflects the choice of the I above the line."
Step 4
There will then be only two sets of adjectives left from which you must choose one. The screen will now display the “job demands” associated with this profile shape; the centre section will display the basic combination; the bottom section will display the first part of the job description.
The resulting graph is very much a ‘work in progress’ job profile. The eight green triangular buttons above and below the graph can be used to increase or decrease any of the four factors. As you change the shape of the graph the Basic Combination descriptions change to reflect the different shape.
If the profile is invalid the description under the graph will be ‘invalid’ with an explanation as to why. The same applies to a tight profile.
Once you are happy with the shape of the job profile you can print a report.
You will then have a profile of the job which you can use to compare against the candidate’s profile.