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.

Aims

  • 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.  

WHY DO THIS COURSE?

  • 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.

How can I start this course?

You can enrol at anytime and start the course when you are ready. Enrolments are accepted all year - students can commence study at any time. All study is self paced and ACS does not set assignment deadlines.

Please note that if a student is being assisted by someone else (e.g. an employer or government subsidy), the body offering the assistance may set deadlines. Students in such situations are advised to check with their sponsor prior to enrolling. The nominal duration of a course is approximately how long a course takes to complete. A course with a nominal duration of 100 hours is expected to take roughly 100 hours of study time to complete. However, this will vary from student to student. Short courses (eg. 100 hrs duration) should be completed within 12 months of enrolment. Certificates, Advanced Certificates and Awards (eg. over 500 hours duration) would normally be completed within 3 -5 years of enrolment. Additional fees may apply if a student requires an extended period to complete.
If a student cannot submit their assignments for 6 months to ACS, they should advise the school to avoid cancellation of their student
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It’s up to you. The study hours listed in the course are a rough guide, however if you were to study a short course (100 hours) at 10 hours per week, you could finish the course in 10 weeks (just an example). Our courses are self-paced, so you can work through the courses in your own time. We recommend that you wait for your tutor to mark and return your assignment before your start your next one, so you get the benefits of their feedback.

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Course Contributors

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

John Mason

Writer, Manager, Teacher and Businessman with over 40 years interenational experience covering Education, Publishing, Leisure Management, Education, and Horticulture. He has extensive experience both as a public servant, and as a small business owner.
John is a well respected member of many professional associations, and author of over seventy books and of over two thousand magazine articles.

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.

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.

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