How to Use Job Matching to Optimize Interviewing & Make Better Hires

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How to Use Job Matching to Optimize Interviewing & Make Better Hires

Job matching is increasingly popular in HR, especially as modern technology makes AI and computer algorithms cost-effective and readily available. It’s well known that recruiters have to sort through 250+ resumes for every job, but the days of doing so are quickly leaving.

Job matching software automatically scans prospective candidates, whittling selections down to a few tailored and targeted options. This means recruiters can spend more than that famous “7.4 seconds per resume” when making initial selections, improving the overall quality of the available talent pool

While job matching software is not perfect, it can greatly improve talent, talent retention, and free recruiter time from scanning resumes towards actually reading them. And, with job matching existing at levels ranging from simple keyword matching to in-depth personality assessment and competency scaling, job matching is available for the needs of every organization.

What is Job Matching?

Job matching typically includes software to 1) create a talent pool, 2) narrow that talent pool down, and 3) verify the skills and proficiencies of selected candidates.

Software ranges from simple keyword matching algorithms used on job boards and websites to advanced AI algorithms designed to use personality and skill assessments to match individuals to roles and careers. With options available at every level in between, most organizations can choose a solution that meets their needs, existing technology and infrastructure, and HR capabilities.

Keyword Matching

Keyword matching tools are the simplest job matching option available. Most job boards come with them built in. These algorithms essentially filter resumes, automatically removing anything that doesn’t include the necessary skills or competencies.

This is, naturally, the poorest form of job matching and will largely do nothing but cut down the number of incoming applicants. Keyword matchers can be valuable for reducing the number of non-qualified applicants per role, but otherwise hold little to no value.

Keyword matching algorithms can also crawl databases to highlight likely candidates for recruiters to invite. This can add value but offers little over performing a manual search on the site, except candidates are likely to be ranked by number of matching keywords on their page/resume.

Personality Matching

Personality matching assessments require that candidates be in a system, such as for an agency, or that they are willing to take personality assessments as part of the recruitment process. Personality assessments require two primary aspects to succeed:

  1. An existing personality matrix of employees and teams
  2. The candidate taking a personality test

From there, the algorithm can match the candidate’s personality, such as communication, personality type, empathy, EQ, etc., to teams and to the people they might be working with.

This is especially useful if you utilize team-building matrixes relying on personality types, want to balance and build good teams, or otherwise already manage personality and assignments.

Competency Scoring

Competency frameworks are quickly becoming one of the most-relied upon methods of hiring and performance management. These frameworks align success in an organization with competencies (hard and soft skills) such as communication, leadership, attention, etc.

Again, competency scoring requires internal and external aspects:

  1. The organization must have a competency framework in place
  2. The candidate must take a competency assessment

Most competency assessments review roughly 20 basic competencies or performance indicators. Some frameworks also offer role-based testing, where individuals can take assessments tailored for their specific role inside the organization. Following the test, it’s relatively simple to match the candidate(s) with the profile to see if there is a good fit.

Barriers to Good Job Matching

While many organizations would adopt job matching immediately if it were guaranteed to be 100% successful, there are many obstacles to good performance. Some of those obstacles are outside the organization’s control.

  • People lie on assessment tests
  • People lie on their resumes
  • People use buzzwords to attract recruiters, even if they don’t meet those needs
  • Most candidates are only willing to complete assessments for high-skill and high-wage jobs or with a reward for doing so
  • Profiling success is heavily dependent on your organization having validated and high-quality job profiles and competency frameworks in place

Getting Started with Job Matching

Most organizations can benefit from job matching. However, adopting tooling isn’t as simple as buying software and using it.

Instead, organizations should invest in internal job profiling, building competency frameworks, and creating long-term proficiency management. If your organization already utilizes these HR tools, setting up job matching will be that much easier.

Building or Adopting Competency Frameworks

Competency frameworks are the cornerstone of matching jobs.  Depending on your organization, this can include a broad reference of what success is in your organization, or a breakdown of needed skills, competencies, and personality per role or per team.

Updating Job Profiles

Job profiles must be linked to the appropriate competencies, skills, and teams. Algorithms rely on having a significant quantity of data to properly match candidates to roles and that means updating profiles with that information. If your profile is incomplete or out of date, the algorithm will fail.

Incentivizing Candidates

Taking assessments as part of recruiting is time-consuming. Most candidates are well-aware they are up against 200+ other candidates and must apply to 20+ jobs to get one. Offering incentives or waiting to perform assessments until a later stage in the recruitment process will ensure that you don’t waste candidate time.

It’s also critical to offer valuable feedback and information the candidate can use for their next application.

Following Up

No AI is perfect. Automated job matching can only do so much. It’s critical to ensure that every job match is followed up with a manual review, manual assessment, and face-to-face meeting.

Tool Spotlight: Profile XT®

Profile XT is one of the largest job-matching and assessment frameworks on the market. The tool integrates into assessment, pre-screening, and performance management. Here, candidates are asked to take a 60-80-minute assessment which builds a profile detailing performance on 20+ traits including hard and soft skills, behavior, thinking and reasoning, aptitude, and interests. This data is then used to match candidates to the role (or not).

Talent management is increasingly essential for organizations as digital applications mean every role is flooded with resumes. Job matching can remove the work of sorting out unwanted candidates, can improve talent matching, and can improve personality matching to teams and environments to increase employee happiness and retention. While any result heavily depends on quality assessment and existing internal frameworks, they can greatly improve the quality of hires for many types of roles.


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