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PROFILE:MATCH™

Tailored, performance focused psychometrics

Job analysis•Sifting•Selection•Development•360o•Coaching

managing all your assessment needs on one site and within a common framework

What’s on the tour? » In a nutshell » How is P:M different? » Primary colours of personality » Mixing colours » Origins » The integrated suite: » Selection, Development, 360° Feedback, Job Analysis

» Languages » Costs

Re-engineering Psychometrics A synthesis of two powerful technologies:

Consensus Five Factor Model Psychometrics + The power, flexibility and reach of the internet

First generation online assessments simply transferred questionnaires from paper to internet pages. By harnessing the potential of both technologies, PROFILE:MATCH速 launches an exciting new generation of accessible, user friendly, high utility systems.

How is P:M different?

1. Tailored assessment ⎯

Targeted questionnaires and reports

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100% relevance

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No redundant or distracting information

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Standardised interpretation

Traditional occupational testing uses the same personality questionnaire for any role – leaving you to pick through the results for relevant findings. PROFILE:MATCH™ tailors the assessment, building questionnaires that focus from the outset on the competencies that underpin high performance.

How is P:M different?

2. Competency-based from start to finish ⎯

Accessible work-place language

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Integrated employee life-cycle assessment

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No jargon or psycho-babble required

Jobs are always defined in terms of competence, “we need someone who would be able to do this”, and selection decisions are always made in terms of competence, “this candidate has/ hasn’t the competence to do this”. From start to finish, your dealings with PROFILE:MATCH™ are entirely in this essential every-day language of competencies.

How is P:M different?

3. Competency metrics ⎯

Mixing primary colours (combining scales)

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Finely calibrated competency ratings

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100% fair and consistent

Translating conventional personality profiles into competency judgments creates problems of consistency and fairness; “In such a complex and nuanced process, how can you guarantee that every candidate is treated equally?”. PROFILE:MATCH™ interpretation uses ’competency metrics’ to carry the mathematical precision of the psychometrics through to competency ratings that are 100% fair and consistent.

How is P:M different?

4. Combining scales for robust conclusions ⎯

The smart alternative to fragmentation

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Inferential (not literal) interpretation

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Robust 40+ item basis for all competency ratings

In popular questionnaires, large numbers of scales fragment the personality domain so that inferences are based on a few transparent items. The PROFILE:MATCH™ approach recognises that FFM personality scales are the ‘primary colours’ of personality and mixes the ‘colours’ to capture the nuances of personality by combining scales. (e.g. Charisma = Sociability + Assertiveness + Sensitivity).

Primary colours of personality

• Extroversion

» Loud, sociable, talkative, energetic, forceful and ambitious

• Agreeability

» Friendly, empathic, warm, harmonious, open, welcoming

• Conscientiousness

» Cautious, careful, conscientious, compliant and organised

• Neuroticism

» Emotional, sensitive, moody, self-critical, takes things personally

• Openness

» Curious, receptive to ideas, studious, imaginative, experience seeking

Mixing colours 
 (algorithms at work)

Personality data is weighted, combined and plotted onto competency ratings

Origins • Originated in mapping personality psychometrics onto the competency frameworks of PCL clients - manually • From in-house system - to high utility product • Developed into the present multi-featured system over the past 10 years • Thousands of reports have been generated online using the algorithmic technology of PROFILE:MATCH™

The Integrated Suite

Part One: Selection

What it does • PROFILE:MATCH™ assesses the underlying temperament on which work effectiveness is based • It transposes personality data into competency ratings • Provides measures of ‘competency potential’ how natural temperament aids, or impedes performance

How it works What you do:

1. Select your competencies from the competency library 2. Forward an instructions email to your candidates What the system does:

1. PROFILE:MATCH™ builds tailored questionnaires and reports 2. Automatically emails you the candidate instructions 3. Delivers PROFILE:MATCH™ expert reports to your inbox

Selecting competencies

Part two: Development

Focus on personal development • For redeployment • Outplacement • Career advancement/ transition • Insight and understanding

Development strategies • Building with strengths • Pushing the limits • Compensating and working around • Negative influence of extreme characteristics

Personal Development Report • An agenda for coaching: – Highlighting distinctive aspects of temperament – How do these align with self-perceptions?

– How do they impact on work performance?

– Prioritising development needs – Identifying realistic goals – Selecting appropriate development strategies

Development Report setup • Select competencies or a generic set • Name and save this assessment • Forward the instruction email to candidate

MATCH:UPTM • Online coaching support • Complements Development and P:M360™ Reports • Systematic guide to personal development – Setting Goals – Deciding on strategies – Reviewing attitudes and values – Implementing development programmes

Part Three: 360o Feedback

P:M360™ Features • • • • • • •

Simple step-by-step set-up Highly automated Performance/ potential comparisons Highly detailed coaching report (optional) Internal communications with all participants Extensive management/ monitoring features MATCH:UPTM follow-through

Setting up P:M360TM • Name your survey and survey manager

• Select competencies (or use an existing template) • Decide whether you or the candidate will select raters • Add open ended questions ………then just add candidate details – P:M360™ takes it from there

Part Four: Job Analysis

FREE Job Analysis • Assistance in identifying critical competencies • 120 item job analysis questionnaire • Contributions from those who know the job well • Output ranks competencies in order of importance • Multiple reports from participant selections

JAS Benefits • Inclusive process • Simple online survey • Applies to existing and unborn jobs

Setting up and running JAS • Enter job title/organisation/closing date • Forward emailed instructions to JAS contributors • Monitor completed JAS’s • Generate multiple reports

Languages • The PROFILE:MATCH® assessment is available online in the following languages:

Thank you for your interest
 
 For further information or to arrange a FREE trial please contact us www.profilematchassessments.com