plenty of fish - online dating

Workforce Builder and Profiles International show Job Matching is Like Online Dating and Will Improve Your Company?s Bottom Line

(PRWEB) February 26, 2008 -- Peter Brown, business owner of ?The Workforce Builder? (http://www.theworkforcebuilder.com/) in Swansea, MA and Profiles International, Inc. have created a new strategic business partnership and specializes in job matching.

You may have seen the TV commercials advertising how a popular compatibility matching/dating system says that they did research with thousands of couples and found that there are several key dimensions of compatibility necessary for success in a long term relationship. Compatibility in the most important areas of life like: values, character, intellect, sense of humor, spiritual beliefs, passion, and other dimensions.

Job Matching (http://www.theworkforcebuilder.com/) has some technological parallels with online dating. For example, if a company has any particular positions where they struggle to keep people who will stay in the job and be successful. This is frequently a problem with job compatibility and as a result, the company suffers the cost and consequences due to turnover. Yet, there are probably individuals working successfully in those problem positions and are happy/successful doing the work. ?The fact is some people are compatible with certain jobs and others are not. It is not an intellectual issue it is a job matching issue.? A common mistake companies make is promoting an individual from a job she or he fits into very well, to a position where they do not fit. However, if the company assesses a few of the successful performers already in the target position to make a dimensional profile of that job, they can compare the profiles of all candidates to the job?s profile and predict who should work out in the position and who will not.

Imagine if a championship professional baseball team?s executives decided to scramble its lineup without regard to the individual specialties of the players. After all, they?re dealing with great athletes with exceptional abilities. So, they move the pitcher to the outfield, bring the center fielder in to pitch, have the catcher play shortstop, and move the other players to different positions. Undoubtedly, you would still have a good baseball team, but it is extremely doubtful they would perform at a championship level because they did not match the players abilities with what was needed in the different positions.

Pre-hire assessments? (http://www.theworkforcebuilder.com/) dimensions can address the 21st century challenges that are increasingly eroding companies' productivity and profitability such as:

* Unauthorized use of the Internet

* Using company email for personal use

* Disclosing private and restricted computer data

* Theft of office supplies and other company property

* Clocking in or out for other employees

* Revealing confidential information and/or trade secrets to outsiders

* Inventory shrinkage

* Carelessness

* Unexcused absences

* Tardiness

* Drug use

* Sub-par job performance

* Fraud

* Job-hopping

In addition, Job profiles can measure key dimensions of both external or internal job candidates? (1.) thinking style, (2.) behavioral traits, and (3.) occupational interests.

Thinking style is not an intelligence measurement, it is a measurement of a variety of elements like:

* Learning index (i.e. How an individual processes information, quick like a pilot or race car driver, or more deliberate like maybe a college professor or accountant.)

* Verbal skill

* Verbal reasoning

* Numerical ability

* Numeric reasoning

Behavioral traits could include:

* Energy level

* Assertiveness

* Sociability

* Manageability

* Attitude

* Decisiveness

* Accommodating

* Independence

* Objective judgment

With occupational interests you can measure their interest toward:

* Enterprising

* People service

* Creativity

By assessing the successful people in a position you can create a profile of the attributes that new candidates for that position should have. Matching a new candidates profile to the job profile makes it possible to predict (similar to computer dating) whether they could or should be successful and happy if placed in the position. ?Hasn?t your own experience shown that when individuals are happy with their work, they stay longer? When they stay longer they get better, more versatile and more productive.?

?Employers gain significant bottom line benefit by job matching.?

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