Using Job Match Patterns to Improve the Quality of Hires

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Using Job Match Patterns to Improve the Quality of Hires

Any role requires different skills, personality traits, and behaviors to be done well. It’s important to outline the skills and personality traits that typically make someone successful in a role, especially in a job profile for your HR team. Here is where job match patterns come in as a useful tool that recruiters can use to define which behaviors contribute to job success, and which candidates make the best match.

Integrating this tool into the recruitment process means establishing a framework to measure what success looks like in roles, where it comes from, and why.

Assessing Job Requirements

Most assessment centers will offer a basic library of job requirements based on standards for an industry or role. They should then further define these job match patterns to meet the specific needs and requirements of your organization. This typically means using tools such as performance analysis, role interviewing, and role assessment to determine what contributes.

In most cases, an assessment center will consider factors such as:

  • Existing benchmarks and profiles based on industry standards
  • Performance data from your organization highlighting which persons excel
  • Interviews and assessments to determine which factors contribute to role success
  • Existing job profiles

In most cases, job match profiles are divided into three categories including organizational match (attitude and behavior), skills match (technical skills, degrees, etc.) and job match which includes personality, cognitive abilities, and personal interests. Each of these will greatly affect an individual’s performance as well as their ability to fit into a role or team, which is why it’s often important to restructure job match based on individual teams.

Testing Candidates for Job Match

Once you’ve created a job match profile for a role or a specific position, you can hire candidates accordingly. Here, candidates are tested using tools such as structured interviewing, test assignments, and a range of assessments such as cognitive, competency, or behavioral depending on the role and the traits you are looking for.

Here, you should work with an assessment company to determine which assessments you should be using and why. In most cases, you want a small series of assessments to give the most complete picture of the traits and behaviors you are looking for, so assessments must often be tailored to the role. You can’t ask a candidate to complete assessment after assessment, so you should choose only the solutions that identify the most relevant information.

You can then use this data to match the qualities shown by candidates to those of your most successful employees, to rank candidates based on likelihood of strong performance, and to otherwise match them to the profile you’ve created.

Validating Results

Job match patterns are valuable because they primarily exist to help you find candidates with attributes and behaviors matching those of your most successful employees. However, it’s important to keep in mind that job needs change over time,and you may have overlooked personality traits or influencing factors for job success. Therefore, it is crucial to continue validating the success of your job match profiles with continued performance review and updates. If candidates hired through job match programs don’t perform as expected, the job profile must be adjusted and improved to ensure future candidates meet those expectations.

The bottom line: Job match profiles look at the factors that enable individuals to perform their jobs well, and observing those patterns can greatly improve hiring and retention.

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