DataDome Blog

HR.com, the largest research and Web destination for HR Executives, recently published a research paper, “Job Profiles and Job Profiling: A Survey of Current Practices,” which finds a significant gap between espoused importance given to hiring the right person and current job profiling practices.

“Job profile refers to the definition of ”what the organization is looking for” in selecting for a given position. It simply makes sense that if you want to select the right person for the job, you need to know what you are looking for,” the report states.

HR.com surveyed 631 members from a wide range of companies who are senior managers and executives responsible for the staffing function in their organizations.

Not surprisingly, job requirements, requisite skills, and knowledge requirements lead the list of what organizations include in their job profiles. What is surprising is that “competencies” are included in only 62.2% of profiles and personal characteristics, at 37.9%, are included significantly less often than any other element.

Another interesting finding is that overwhelmingly, managers are given either no training (35%) or minimal training (43%) with respect to job profiling, compared to a reasonable amount (17%) and a comprehensive amount (5%).

Other questions addressed linking job profiles with other systems. Only 18% link job profiles to an employee development system, compared to 42% who do not, and 40% who answered “somewhat.” Just over 40% link job profiles to a job grading/job evaluation system, while 37% link job profiles to a performance management/performance appraisal system.

We match your job profiling needs to the most appropriate tool. Since we do not exclusively represent any one manufacturer or single product line of tools, we have the freedom to evaluate each instrument on its own merits. It is in the best interest of everyone to ensure fit between needs, costs, and appropriate application.

We are also advocates for the ethical and responsible application of these tools and are familiar with the ways they are typically misused. We offer a free consultation on your current needs and how best to meet them. Then, we guide you through the optimal process for each of the tools. Our expertise makes the difference.

Examples of Job Profiling Tools (in no particular order):

• Behavioral Style Job Analysis – Creates a DISC behavioral style personality profile of the job itself; used for job descriptions, communication, and building validated position benchmarks.
• Behavioral Job vs. Applicant Style – Compares the behavioral styles of the job and of the applicant, used after the optimal style of the job has a valid benchmark.
• Assess Expert System – Premier tool for behavioral style, thinking style, work style, motivations and optional intellectual abilities. Selection, development versions.
• SSM Strategic Success Modeling – A method of using the Assess Expert System to create a definition of the job itself, and then to compare the person to the position profile.
• Trimetrix System – Analyzes a position with 37 factors, defines a development plan and compares incumbents or applicants to a position.
• JAX – Profiles the optimum behavior for a particular position.
• Task Quotient – Measures the percentage of time spent on routine tasks, trouble-shooting, and projects. Multi-respondent, comparisons, and development versions available.

Call us at 404-814-0739 for your consultation.