Recruitment Assessment & Screening
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Job Performance Pro.file © (JPP)
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Auto Compare Individual's Profile to Job Model
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The information gathered through PPS is uniquely displayed in graphical form as well as a text report. The graphical format provides immediate clarity and insight in the areas of “connect” and “disconnect” between an individual and a position together with an understanding of the performance impact of the “fit”.
The old adage ‘People are you most important asset’ is wrong. People are not your most important asset. The right people are. 
Selecting the right people is one of the most important decisions you’ll ever make. It’s not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job. The majority of people are hired for skills and fired for personality. One of the most important and yet most challenging organizational activities is the process of recruitment. It’s difficult for hiring managers to be consistent, thorough and objective in evaluating candidates. A significant weight is often put on educational and experiential qualifications when most often termination decisions are made based on attitude or behavioral / personality misalignments.
The JPP Job Assessment and OPP Personality Self Assessment technologies have proven to be an excellent contributor to recruiting high performance employees. Prior to initiating recruitment assessment, an organization develops a JPP Model to clarify the combination of characteristics necessary for "high performance". Their objective is to identify the key personality behaviors necessary for high performance, and those specific behaviors in which they can have some degree of "variability" and still ensure above average performance. The behaviors and competencies identified in the JPP Model contribute to more focused behavioral interviewing with candidates and can be more specifically confirmed during reference checking.
Clients deploy the OPP pre employment test with candidates in two ways – as a recruitment screening tool or as a part of their interview process. When used in a screening fashion, client organizations will contact individuals whose resumes would qualify them for an interview. These candidates are invited to log on to the client's site and complete an OPP pre employment test. Because this only takes approximately 15 minutes of the candidate's time and is neither intrusive nor personal, they willingly participate. The candidates' employment screening results are software analyzed and individuals whose combinations of personality characteristics are closest to the JPP Model are immediately short-listed for an interview.
Client organizations that use the OPP pre employment test as part of their interview process invite a list of short-listed candidates to participate in individual interviews. During the course of the interview process, candidates are invited to complete the OPP personality assessment. If at the end of the interview the candidate is deemed to have high potential, the completed personality assessment is software analyzed and the resultant profile is compared to the JPP Model to determine their degree of "fit". Subsequent interviews and reference checking can then be used to focus more clearly on any identified “gaps” in required job behaviors and other key dimensions for high performance: skills, relevant experience, maturity, intelligence, etc.
When applied consistently and diligently, the OPP and JPP recruitment assessment technology markedly improves an organization's overall results, growth, productivity and profitability.
Contact Us about using Pro.file Perfomance System tools for recruitment assessment.
