Job Profiling Focus Group
Thank you for accepting the invitation to participate in a Job Profiling Focus Group (JPFG). Please read through the information below prior to the JPFG. It provides critical information which will help to prepare you for the JPFG.
Studies show that using selection tools that are good at predicting job performance results in employing individuals whose annual job output is $18000 higher than individuals employed using selection tools that are not good at predicting IJP. Multiplying this by the number of people employed in an organisation makes it clear that using selection methods that are good at predicting job performance have very significant economic benefits.
Studies furthermore show that Psychometric Tests have the highest predictive validity of all selection methods. Psychometric Tests are scientific instruments that measure a person’s cognitive or problem - solving abilities and personality traits. Collectively we refer to cognitive ability and personality traits as Capability.
There is a wealth of research that shows that Capability is the strongest predictor of Individual Job Performance (IJP). There is a nearly 70% relationship between an individual’s Capability and IJP. By comparison there is a roughly 30% relationship between the individual’s skills and knowledge and IJP. This highlights the critical need to assess Capability, using Psychometric Tests, when Recruiting and doing Talent Reviews.
However, Psychometric Assessments must be based on a clear understanding of what is required of individuals in terms of their Capability. Only then can someone be matched against what a current or future job requires of them with respect to their cognitive (problem solving) capability and personality traits.
Job Profiling is therefore a critical first step in the selection and talent review process and should be done thoughtfully and systematically. The clearer we are about what a particular job/role or career path requires of an individual with respect to Capability, the better we are able to match someone to these requirements and leverage the predictive validity of the psychometric assessment.
Job Profiling Capability will be done in the following way:
Focus Groups are set up, consisting of subject matter experts, HR Practitioners and a Consulting Psychologist. The Consulting Psychologist will facilitate a structured discussion, using online Job Profiling Tools, where the focus group participants will identify the cognitive and personality traits required by the job. Multiple inputs by various parties will ensure greater validity of the job profile. The Job Profiling Focus Group (JPFG) is expected to last for roughly an hour to an hour and a half.
How can you as JPFG member prepare for the focus group? Firstly, be absolutely clear in your mind that we will not be identifying the skills and knowledge required by the role. That is a separate exercise. Here we will purely be identifying the personality traits and cognitive abilities required by the job. It will therefore be useful for you to browse through the online job profiling tool we will be using to familiarise yourself with the personality traits and cognitive abilities we will be profiling. You are welcome to complete the exercise prior to the JPFG as a “warm – up” and this will be a good opportunity to apply your thinking to what the job being profiled requires prior to the JPFG.
Here are links to the 2 job profiling tools we will be using:
Cognitive Ability
Personality Traits
These pages are password protected. Once you have completed the submission below we will e – mail the password to you in order to browse the job profiling tools. The password will be changed within 48 hours after which you will no longer have access to the sites.
Please Note. The aim of giving you access to the job profiling tools is not for you to profile this job. It is merely intended as a prep for the actual JPFG.
To summarize:
Using selection methods that are good at predicting IJP have a strong positive impact on an organisation’s financial performance. Psychometric tests are significantly better than any other method for predicting IJP .
Psychometric tests measure individual capability – cognitive capability and personality traits.
These then are the key drivers of IJP.
In order to use psychometric tests effectively we need to clearly understand the cognitive and personality trait requirements of a job.
To this end we begin the selection process with a Job Profiling Focus Group.
We look forward to interacting with you in the JPFG!
Please make sure to complete the submission below whereafter we will send you the passwords to the online job - profiling tool. If you have problems with your submission please go to this link and complete your submission there.
JPFG Alternative Submission