Best Practice Guidance - Hiring Profiles
Though OutMatch Assessment makes hundreds of pre-validated Hiring 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 wantto configure which measures are used in the assessment.
- You are concious 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 Hiring Profile creation. The section below highlights the key considerations to take into account before starting this process.
Keep it simple. Avoid creating Hiring 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 Hiring 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 Hiring 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? Hiring Profiles are a foundational component of OutMatch Assessment. As such, creating (or even just changing) a Hiring 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 Hiring Profile? If the Hiring Profile needs to cover a broad family of jobs, consider keeping your Hiring Profile more general. If you are creating a Hiring Profile with the intent to survey candidates for a very specific Job, your new Hiring Profile may benefit by being more narrowed.
Make wise edits. To create a new Hiring Profile, you will need to start with an existing Hiring Profile. Pick an existing profile that is most aligned to your future profile. This will minimize editing and will ensure that you are leveraging a profile with comparable statistical model and competencies.
To locate the best 'starting point' profile, use the search or filter features on your Hiring Profiles dashboard to narrow down profiles that seem, at face value, to make sense. narrow down to a set of 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 Hiring Profile, make sure this information has been edited to reflect the changes you made.
Include measures that make business sense. When creating a Hiring Profile, you will 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 is not 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 Hiring 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, additional modules probably do outweigh the cost of the increased time to complete for executive level roles. For these higher level positions, applicants tend to be more accepting of longer assessments, and the additional information is very beneficial in the hiring 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. You never know, others may have the same need and can now leverage your work. Also, if the Hiring Profile was created to replace a Hiring Profile with active Jobs attached, you will need to deactivate the Jobs linked to the Hiring Profile you are expiring. You do have the ability to delete a Hiring Profile, but we recommend against using that feature if there is data already associated with the Profile. And, once a Profile has been deleted, it cannot be retrieved.
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