Job Profiling

Job Profiling - self paced online course. Learn to match the job or career with the right person.

Course Code: BPS228
Fee Code: S3
Duration (approx) Duration (approx) 100 hours
Qualification Statement of Attainment
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Learn Job Profiling

Determine what sort of person best suits a particular Occupation 

When an individual is in a job that suits them, not only is that employee happier, but their motivation is raised and the quality and quantity of work increases. Passion drives motivation and motivation creates greater productivity.

Who is this Course for?

  • Careers officers and Advisors
  • Employment or Recruitment Service Case Managers
  • Employers, HR professionals, Managers
  • Life coaches, Counsellors, Academics, or anyone with a need to better understand the correlation between personality and occupation 

Lesson Structure

There are 8 lessons in this course:

  1. Scope, Nature, Limits of Profiling for employment
    • Introduction
    • Changing Nature of Work
    • Job Changes & the Labour Market
    • Care Responsibilities and Work-Life Balance
    • Digital Nomads & Remote Working
    • Approaches to Job Profiling
    • Job Analysis
    • Competency Framing
    • Psychometric Testing
    • Interview Days
    • Work Simulations
    • Screening Tests
    • Medical Tests
    • Where Profiling is Carried Out
    • Assessment Centres
    • Advantages of Profiling
    • Limitations of Profiling
    • Retaining Staff
  2. Profiling in Recruitment & Selection
    • Introduction
    • Benefits of Profiling in Recruitment
    • Difficulties with Recruitment and Selection
    • Overwhelming Responses & Applicant Shortages
    • Bias in Testing
    • Faking Bad, Faking Good & Acquiescence Bias
    • Moderate or Extreme Bias
    • Indecisiveness
    • Test Bias
    • Construct Bias
    • Predictive Bias
    • Lawful Issues of Testing
    • Important Considerations in Test Constructs
    • Test Reliability
    • Internal Consistency
    • Test-retest Reliability
    • Interrater Reliability
    • Parallel Test Reliability
    • Test Validity
    • Criterion Validity
    • Construct Validity
    • Face Validity
    • Content Validity
    • Using other Measures for Profiling
  3. Profiling Tests Available in Recruitment
    • Introduction
    • Group 1 Psychometric Tests
    • Personality Inventories
    • Intelligence Tests
    • Cognitive Ability Tests
    • Aptitude Tests
    • Tests of Emotional Intelligence
    • How to Measure Emotional Quotient
    • Vocational Interest Inventories
    • Tests of Psychomotor Ability
    • Tests of Physical Ability
    • Tests of Perceptual Ability
    • Group 2 Assessment Centres
    • Simulations
    • Group 3 Interviews
    • Other Options
    • Tester Day at an Organisation
    • Training Courses
    • Pre Screening Tests
    • Background Screening
    • Minimum Qualification Requirements
    • New Tests
  4. Developing a Profile
    • Case Study
    • TABP (Cluster of behaviours)
    • OCEAN - The Big 5
    • Competency Profiling
    • Some Advantages of Using Competencies
    • Choosing Tests - Advantages and Disadvantages of Different Test Types
    • Alternate Choice
    • Multiple Choice
    • Rating Scales
    • Designing a Questionnaire
    • Biographical Information
    • Instructions
    • Designing the Layout
    • Piloting a Questionnaire
    • Standardising the Questionnaire
  5. Supporting Clients to Find Occupations
    • Introduction
    • Helping Clients Prepare for Jobs
    • Influences, Commitments and Personality
    • Skills and Personality
    • Case Study
    • SWOT Analysis
    • Applying for Jobs
    • Marketing the Self
    • Assessing Experience
    • Organising Training
    • Preparing Resumes
    • The Covering Letter
    • Compiling a Resume
    • Preparing for Interviews
    • General & Specific Interview Preparation
    • Preparing for Simulation or Work Samples
    • Preparing for Psychometric Testing
  6. Other Issues when Looking at Recruitment
    • Introduction
    • Influences of Distinct Types of Work
    • Flexible Working
    • Job sharing
    • Part-time working
    • Home and Remote Working
    • Hybrid
    • Confidentiality Risk
    • Learning From Exit Interviews
    • Legal and Ethical Issues
    • Employment Law
    • Mental and Physical Health Difficulties
    • Inclusion and Diversity
    • Internal and External Recruitment
    • Confidentiality
    • Employee Rentention
    • Strategies for Retaining Employees
    • Work Life Balance (WLB)
    • WLB Case Study
  7. Applications – Matching Occupations with People Profiles
    • Introduction
    • Client/ Employee Perspective
    • Using Occupation Resources
    • Client Interests
    • Interest Inventories
    • Values
    • Qualitative Assessments
    • Hiring from Inside or Outside an Organisation
    • Profiling Internal Candidates
    • Profiling External Candidates
    • Determining Whether to Advertise
  8. Applications – Adjusting Perspectives through Job Analysis
    • Introduction
    • Job Analysis
    • Work Analysis
    • Task Oriented Job Analysis
    • Worker Oriented Job Analysis
    • Gathering Information
    • Qualitative Data Interviews
    • Observations
    • Quantitative Data
    • Job Task Inventories
    • Position analysis questionnaire (PAQ)
    • Fleishman Job Analysis Survey (F-JAS)
    • Personality Inventories
    • Databases
    • Data Analysis
    • Best Practice in Using Job Analysis
    • Competency Profiling
    • Competency Profiles
    • Competency Dictionaries
    • Critical Incident Techniques
    • Best Practice Competency Modelling

Each lesson culminates in an assignment which is submitted to the school, marked by the school's tutors and returned to you with any relevant suggestions, comments, and if necessary, extra reading.


  • Discuss value and scope of occupation profiling for HR, line managers, and employment service industries.
  • Identify and apply profiling to improve outcomes in recruitment for employers and employment services.
  • Explain different profiling tests that may have an application for use in recruitment.
  • Develop an employee profile that matches the requirements of the job, in a variety of contexts.
  • Collaborate with clients to help them find employment appropriate to their needs and wants.
  • Analyse the relative significance of varied factors being considered in recruitment of a person into a particular job.
  • Determine the occupation that best fits an individual person.
  • Explain to a client why a particular job in a particular vocation is most appropriate to their needs at a particular point in time.


Fitting a client to an occupation is something that may be done within organisations or by careers counsellors, recruitment agencies, work consultants, etc. Consultants are often tasked with finding suitable candidates for specific jobs. From an organisation’s perspective, they are primarily concerned with getting the right person to fill a vacancy. 

To fill a vacancy, employers need to have specific information relating to the position, such as the skills required and the job rewards. With job-specific knowledge, employers can determine who they should target for recruitment and what information to use in job advertisements. Sometimes, the information needed is available. For example, it may be found from job descriptions that the organisation has previously used. Sometimes it might be accessible using online databases. However, at other times job descriptions change, new jobs with new descriptions emerge, or the organisation simply lacks enough knowledge about the position. In these cases, organisations might conduct a job analysis for recruitment purposes, or employ an agency to conduct one for them.

An alternative to job analysis is to look at work competencies, i.e., groups of related behaviours or attributes required for successful job performance. Both these approaches seek to identify KSAOs, however whilst job analysis is more focused on the fit between the job and the individual (or vice versa), work competency models also emphasise a fit between the organisation and the individual i.e., the individual’s values, attitudes, and personality.  


  • Work in recruitment and employment
  • Manage staff better in any workplace
  • Understand the work landscape better
  • Help people find suitable employment
  • Improve your own career opportunities
  • Fill a gap in your knowledge and skill set


Since 1999 ACS has been a recognised member of IARC (International Approval and Registration Centre). A non-profit quality management organisation servicing education.
Since 1999 ACS has been a recognised member of IARC (International Approval and Registration Centre). A non-profit quality management organisation servicing education.
Member of Study Gold Coast Education Network.
Member of Study Gold Coast Education Network.
ACS Global Partner - Affiliated with colleges in seven countries around the world.
ACS Global Partner - Affiliated with colleges in seven countries around the world.

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Course Contributors

The following academics were involved in the development and/or updating of this course.

Jacinda Cole

Former operations manager for highly reputable Landscape firm, The Chelsea Gardener, before starting her own firm. Jacinda has over 20 years of industry experience in Psychology, Landscaping, Publishing, Writing and Education. Jacinda has a B.Sc., Psych.Cert., M. Psych. Cert.Garden Design, MACA.

Tracey Jones (Psychologist)

B.Sc. (Psych), M.Soc.Sc., Dip.Social Work, P.G.Dip Learning Disability, Cert Editing, Cert Creative Writing, PGCE.
Member British Psychological Society, Member Assoc. for Coaching, Member British Learning Assoc.
25 years industry experience in writing, editing, education, psychology, and business. Tracey has several books and hundreds of articles published; in both fiction and non fiction.

Jade Sciascia

Biologist, Business Coordinator, Government Environmental Dept, Secondary School teacher (Biology); Recruitment Consultant, Senior Supervisor in Youth Welfare, Horse Riding Instructor (part-completed) and Boarding Kennel Manager.
Jade has a B.Sc.Biol, Dip.Professional Education, Cert IV TESOL, Cert Food Hygiene.

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