Employers often hire candidates who interview great but don’t work out. Many of these employers still rely on Gut Instinct rather than a proven process to determine Job Fit. In order to make a successful hire you need to understand the competencies and personal characteristics that will predict job success. Job Fit determines the qualities and characteristics employers need to look for when hiring. Here is how you complete a Job Fit Analysis with Prevue Assessment.

Step 1: Select the position and the Job Description Survey (JDS) participants. Identify people in your organization who are knowledgeable about the demands and requirements of the position. Managers, Team Leaders and top performing job incumbents make effective survey participants.

Step 2: Have participants complete the online Prevue Job Description Survey (JDS). It takes only 10 minutes to complete. The Prevue software creates a profile of the ideal personal characteristics for the job.

Step 3: Once the participants have completed the JDS survey, a Prevue Job Fit Benchmark and Benchmark Development report are created. Participants can use the Benchmark Development report to fine-tune the Benchmark. When the Prevue Job Fit Benchmark is finalized, candidates applying for that position are compared to the Benchmark, resulting in a Job Suitability score for each candidate. Job Suitability of 85% or higher indicates a high probability (prediction) that the candidate will be a high performer.

Better Job Fit Leads to Higher Employee Productivity

Prevue matches people to jobs by comparing work-related abilities, interests and personality traits to the job fit benchmarks. Customized Hiring Benchmarks are based on proven characteristics of the best performers and/or JDS survey input from knowledgeable managers. Job Fit benefits include: reduced turnover, higher employee productivity and positive work environments.

What Makes a High Performer versus a Low Performer?

A Prevue pilot study of high performers versus low performers will show what qualities the high performers have in common that low performers do not have.

How Much Time is Spent Trying to Salvage Bad Hires?

As a manager your time is precious. You can spend your time on the front side of your next hire in job fit analysis or you can spend your time on the back side trying to salvage a bad hire. Hire smart or manage tough!

What Causes Turnover in the Position?

What qualities do the employees who quit or are terminated have in common? These common qualities also need to be considered in your next hire. Scores below the Cognitive Ability Benchmarks indicate they likely can’t do the job. Scores above the Cognitive Ability Benchmarks indicate they may not be challenged enough in the job. Both frequently lead to Turnover. Scores outside the Personality Benchmarks indicate that their personality is not a good fit for the job, and the further outside the benchmarks their scores are, the less likely they will perform well in the job. Scores on the Motivation/Interest Benchmarks indicate whether they like to Work with People, Work with Data, or Work with Things (e.g. machines). People who have to perform work that is not aligned with their interests and motivations often become dissatisfied or dis-engaged, which also leads to turnover.

Can You Interview the Candidate’s Challenge Areas?

The Prevue Selection reports contain behavioral interview questions focused on those areas where the Candidate does not fit the hiring benchmark. We call these Challenge Areas. A combination of the Prevue Scale scores and the structured interview questions in challenge areas will help you avoid hiring mistakes. The Higher the Job Suitability or Job Fit the greater the probability (Prediction) of success.

Contact us for Talent Selection Assessments that will take your hiring decisions to the next level.

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