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Job Profiling
The job profiling tool has been designed specifically to make the creation of job profiles much simpler and more intuitive. This unique online tool is fast and effective with the results displayed in a clear graphical format.
Before you can recruit the right person 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 Morgen HR’s 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. Morgen HR’s psychometric and behavioural profiling works in tandem with job profiling.
What does job profiling do?
This tool 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 a particular role.
How does job profiling work?
You can create job profiles very simply and quickly. Four simple steps are 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.
Morgen HR 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.
We have designed a tool that gives you the ability to profile jobs within your organisation. Only by understanding the behaviours you need from a person in a role will you be able to recruit the right person to fill it. Job Profiling allows you to profile jobs in a natural and intuitive way – giving you a template for a job into which you place a candidate with the best fit in terms of behavioural profile (read about Personal Profile Analysis to understand more about work personality).
Profiling jobs means you are able to come up with an objective view of the behavioural characteristics needed for that role to be performed successfully.
The results of the job profile are plotted on a graph. You can then compare the results of the behavioural profile PPA against that of the job profile to assess how well that person would ‘fit’ the role. To assist in analysing ‘fit’ Morgen has a guideline (‘Goodness of Fit’) that offers external, expert opinion on how good a fit there is. The guideline reports five levels of fit, enabling you to see on a scale of one to five how good a match PPA is to the role you are recruiting for.
Contact us find out how your business could benefit from profiling jobs.
Profiling jobs 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 that you can use to compare against the candidate’s profile.
Profiling teams gets to the heart of team issues identifying where things are going wrong, personality clashes and challenges that need to be overcome.
Profiling teams will help your business by:
- Analysing the structure of the team – team behaviour, its strengths and limitations and the role each individual plays within it.
- Identifying and breaking down the barriers preventing exceptional performance.
- Opening channels of communication – once team members understand each other they are able to communicate with and appreciate one another.
- Focusing and committing a team to its objectives.
Team behaviour can lie at the heart of an underperforming team. Understanding your team, through team profiling will get to the root of the problem quickly and effectively.
Contact us find out how your business could benefit from profiling teams.
How does it work?
Interactive tool allows you to profile the team you have – by profiling individual members within it – to give you a snapshot of that team. How are team members interacting? Are there personality clashes? Are there behavioural issues holding team performance back?
The team profiling report shows in clear graphical format the behavioural preferences of each individual within the team, the role each person plays and what they bring to the team. It enables people to understand what makes their colleagues ‘tick’. It builds mutual understanding, co-operation and open communication.
How does profiling teams help my business?
Do you have a sales team that is not meeting its targets but you don’t know why? Are there personality clashes between team members? Have you recently appointed a new manager who needs a quick, yet thorough understanding, of the people they are working with?
Existing teams: how team profiling can help
- Underperforming teams – is a sales team not meeting its targets?
- Personality clashes – is this impeding team performance?
- Are you appointing a new manager to the team – do they need to understand the people they have on their team and how to best manage them? What leadership style works best for a given team?
- Communication problems – do the team members understand how to communicate with each other and appreciate what each of them brings to the party? People need to cover the bases they are good at and concede to others where they are better.
- Focusing and committing a team to its objective – by looking at the Ideal team culture, a team can understand where they need to be (what behaviour is needed from that team) and work out a way to get there (for example, is there any training that is needed?)
- Is change planned – is the organisation undergoing or about to undergo change? Profiling a team will tell managers how to communicate that change to the team, how the news will be received by them and the support the team needs to help them through it.
Putting together a new team? How team profiling can help
- Project teams – are you putting together a team for a specific purpose or a project team? Our tools allow you to create one that will exhibit, collectively, the behaviours needed to succeed in that task.
- Merger or acquisition – team profiling can be used if the company is acquired or taken over and new people are available to slot into existing teams.
Contact us find out how your business could benefit from profiling teams.
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