Thomas International's Goodness of Fit assessment


	Measuring Candidate-Job and Candidate-Team Synergy
	Thomas International’s Goodness of Fit measures and increases candidate-job synergy and candidate-team synergy:
	Candidate-job synergy is the degree to which a candidate or employee’s behavioral preferences (personality) fit with the behavioral demands of the job.
	Candidate-team synergy is the degree to which a candidate or employee’s behavioral preferences fit with the ideal culture of his/her team.
	Assess the Behavioral Preferences of the Candidate
	Candidates behavioral preferences are assessed using the Thomas Personal Profile Analysis (PPA). The PPA consists of 24 forced-answer DISC questions. It is available on demand via the web and takes 6-8 minutes to complete.
	Assess the Behavioral Profile of the Job
	For candidate-job synergy, employers create the Job Behavioral Profile and related Position Description using Thomas JobCreate or Thomas Human Job Analysis (HJA). Key behavioral characteristics of the job are plotted on a Thomas DISC graph.
	Assess the Behavioral Profile of the Team
	For candidate-team synergy, employers use the Thomas Team Analysis System (TAS) questionnaire to asses the ideal behavioral profile of the team. The questionnaire consists of a series of six questions requiring four items to be ranked, this process take 6-8 minutes.
	Objectively Measure Synergy using Thomas Goodness of Fit
	By comparing a candidate’s Thomas PPA scores with the Job Behavioral Profile or Thomas Team Analysis System, a Goodness of Fit ranking from 1 to 5 can be obtained. Goodness of Fit rankings provide an objective measure of candidate-job synergy and candidate-team synergy.