Work experience only predicts 2% of the probability of success in a future position, so where does the rest come from?
The tangible requirements, such as knowledge, skills and experience, are often known, but what are the ideal behavioural requirements for the role?
Will the person be in a dynamic work environment where they must be comfortable switching quickly? Is there enough time to acquire new knowledge? How will this person behave when working under pressure? Getting such insights about your candidate can help you make better-informed decisions, ultimately ensuring the success of future employees by hiring the right people for the right role.
We have been helping clients to make more informed people decisions since 1981.
The science behind defining a job role
Thomas Assess makes the job profiling process quick and easy. Making a few, simple choices enables you to create a psychological profile of the ideal candidate for a role. From there, it is easy to compare candidates’ assessment results using ratings to add objectivity and help you select the best applicant for the role.
When creating a job role, you will determine the behaviours, personality traits, and aptitudes a person needs to be productive and engaged in the specific role.
To determine a role's aptitude requirements, you will be prompted to define the learning environment by selecting the role's seniority level, the learning requirements, and the pace and variety that you expect someone to work with.
Behaviour and personality requirements will be determined by selecting the core characteristics required for the role. These characteristics are based on one of the most well-researched models in academia, Schwartz’s Theory of Basic Values(opens in a new tab).
To learn more about defining a job role, click here.
The science behind Thomas' ratings
When completing a job role, our scoring algorithm evaluates your candidates' assessment results against your choices. It presents you with a rating for goodness-of-fit based on the assessments you used. These outcomes can then guide your interview process. To read more about role profiles, click here.
At Thomas, we are constantly validating the predictive power of our assessments for workplace outcomes. When you define a job role with us, you can be sure we recommend candidates whose profiles are most likely to lead to job success.