Best Practice Guidance for Job Profiles
Though OutMatch Assessment makes hundreds of pre-validated job profiles available to you, there are times when it makes business sense to create your own profile:
- If your survey is going to have tailored scoring
- If you want to configure which measures are used in the assessment
- You are conscious about assessment length
- If a similar profile is not currently in use
In scenarios where it make sense to create a profile, it's important to take a purposeful and planned approach to job profile creation. The section below highlights the key considerations to take into account before starting this process.
Keep it simple - Avoid creating job profiles that are too similar to profiles that are already available. By limiting the number of profiles create, you will minimize the likelihood of creating a job from an incorrect job profile. Plus, leveraging a profile that already exists saves you time.
Check to see if a profile already exists by using the search and filter capabilities on the Job Profile dashboard within the Settings portion of your user site.
Consider the end goal - What problem are you trying to solve by creating a new profile? Are the changes you're making addressing that need? Is there an alternative? Job profiles are a foundational component of OutMatch Assessment. As such, creating (or even just changing) a job profile has an impact on multiple areas of the report as well as Analytics.
Furthermore, what jobs do you need to create using the new job profile? If the job profile needs to cover a broad family of jobs, consider keeping your job profile more general. If you're creating a job profile with the intent to survey candidates for a very specific job, your new job profile may benefit from being more narrowed.
Make wise edits - To create a new job profile, you will need to start with an existing job profile. Pick an existing profile that is most aligned to the profile you need. This will minimize editing and will ensure that you are leveraging a profile with a comparable statistical model and competencies.
To locate the best starting point profile, use the search or filter features on your job profiles dashboard to narrow down profiles that seem, at face value, to make sense. Then, as a second step, review some of the more detailed information listed below:
In the final version of your new job profile, make sure this information has been edited to reflect the changes you made.
Include measures that make business sense - When creating a job profile, you'll have the ability to add or remove measures. For example, in addition to the Behavioral Match survey, you might include measures such as Numerical Reasoning or Reading Comprehension. Though more measures will provide you more information about a candidate, you may be unnecessarily increasing the length of the survey if that extra information isn't job relevant. Furthermore, longer surveys usually have greater candidate drop-off rates.
When deciding what measures to include, we recommend that you consider the leadership level (from entry level to executive) and where the intended job profile falls on that scale. As a general rule, fewer measures should be activated the closer a role is to entry level because the benefit of the extra information does not outweigh the cost of the reduced completion rates. On the other hand for executive level roles, additional modules probably outweigh the cost of the increased time to complete. For these higher level positions, applicants tend to be more accepting of longer assessments, and the additional information is very beneficial in the job decision process.
Communicate the changes - If there are other Hiring Administrators in your organization, we recommend making those individuals aware that you are adding new profiles, since others may have the same need and can now leverage your work. Also, if the job profile was created to replace a job profile with active jobs attached, you'll need to deactivate the jobs linked to the job profile you are discontinuing. You do have the ability to delete a job profile, but only if there's no data already associated with the profile. Once a profile has been deleted, it cannot be retrieved.
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