Job matching

The ProfileXT helps you to assess a candidate's suitability to a position and fit the right people to the right job!
Although traditional hiring has focused primarily on evaluating a candidate's skills and technical qualifications, a competency-based approach includes an analysis of a candidate's behavioural characteristics as well. Competency-based hiring is grounded in the identification of core competencies required for success and the subsequent evaluation of each candidate's demonstration of those competencies in their past experiences. The ProfileXT by Profiles International provides organisations with the necessary information prior to making a job offer and, hence, helps them to avoid possible errors in making the final choice.

Benefits of Job Matching

  • Minimize hiring mistakes
  • Identify strengths and limitations
  • Target developmental needs
  • Improve job satisfaction and productivity
  • Reduce conflict and absenteeism

The majority of hiring and placement decisions are made by managers or executives who have "gut feelings" about people. Yet, often those placements lead to impulse hiring, unforeseen training costs, and high turnover rates. The solution to all of these problems is job matching.

Job matching is basically common sense combined with objective assessment data. Common sense plays a role because usually a social, high-energy person would not be put behind a desk as a data entry clerk. In the same way, an introverted, number cruncher would not be asked to be an event planner.

By using assessment tools, organisations can measure a person’s personality, behaviour, learning style, and interests. If this information is combined with a person's resume, then employers have a more comprehensive picture of their candidate. People often take jobs because they need one — not because they like to do it. Most people are capable and resilient enough to learn how to perform many tasks; however, they probably prefer only certain types of assignments. High turnover is the result of people taking jobs that are not a good match for them. Retention is achievable when qualified people are matched with jobs that fit who they are as a person.

Developing Job match patterns

The ProfileXT measures learning style, behavioural tendencies, and occupational interests. After the candidate takes the assessment, a job match percentage is generated. The employer will immediately know if a candidate has the potential to succeed in the position it is trying to fill. ProfileXT assessments are customizable to develop job match patterns by company, position, manager, or geography. All companies should have multiple job match patterns. Patterns are typically developed by evaluating the results of top-performing employees in a particular position. There are altogether four possibilities to create a job match pattern:

based on top performers' results

Job patterns are created by averaging the scores of top performers. When assessing applicants, the results will state how closely the candidate’s characteristics match the top performers. If the candidate has a high percentage, they are likely to do well in that position. If they are a low job match, they may struggle to be successful.


using an existing pattern

An existing job match pattern can be used as a basis upon which to design a new model. Typically, an existing model is used in conjunction with another method to create a new model. The PXT online services include a library of sample job match patterns for clients to use when developing new patterns. This library is populated with more than 1000 position titles and provides preliminary patterns for selecting top performers.

using a job analysis survey

The job analysis survey provides the user with a systematic way to identify the types of behaviours required for a particular job.


combination of the mentioned possibilities

It is also possible to combine all of the previously described methods to result in a precise and thorough job match pattern.