WITH JOB MATCHING THE FOCUS IS ON THE TALENTS OF YOUR CANDIDATES
Job matching is all about placing the individual applicant and their profession at the centre of the recruitment process – and at the same time being able to cover two perspectives: career advice and selection of staff.
People look for a profession that fits them perfectly. An occupation they enjoy and which fulfils them.
Recruiters aim to assign every position to the applicant who has the appropriate skills for the particular occupation and the potential to be successful in the job. Both objectives can be reached using job-matching methodology. As a recruiter, you look at all the occupations that your company can offer now or in the future. You then carry out a requirement analysis for these professions, that is, you define which talents and skills are relevant to them. When someone applies to your company, they complete a test that identifies their talents and abilities. You compare the results with the requirements of your professions and thus find out if one of your potential jobs fits the applicant. This means multiple opportunities for you and your applicants with just one simple procedure.
HAPPY EMPLOYEES HAVE A POSITIVE EFFECT ON YOUR COMPANY’S SUCCESS
Job matching is a method that allows you to put yourself in the position of the applicants and offer them multiple opportunities with just one application – because everyone has talent that can be utilised in the right job. Particularly when there is a large number of applications and job vacancies which do not require a high level of specialised training, for example for apprenticeships, it is important to put the applicant at the centre of attention. Assigning people with the right profession ensures motivated employees.
Motivated employees are less often ill and less of them leave the company – resulting in a smaller number of costly new appointments and in a much higher productivity.
ALSO AN IDEAL CHOICE FOR OVERSEAS PROJECTS
If you plan to open and find staff for a new overseas location or plant, it is unlikely that the same training, apprenticeships and certificates exist as the ones we are familiar with in Germany. But this means as well, that you cannot rely on formal application documents – not to mention the time spent ploughing through thousands of (international) applications. This is why on an intrenational level as well, job matching offers a great opportunity to make talents and interdisciplinary skills the decisive factors in your selection process. An example: You want to find staff for a new plant in China. 50000 people from all over the world apply for a job. If a qualified candidate applies for a position as a mechatronic but is not the best candidate for this profession, you cannot offer him this position. With the job-matching method, however, the candidate’s test results shows that he has the potential to become an excellent precision mechanic and that you can offer him this alternative. In this way, you will fill both positions perfectly and find a job for your applicant that suits their personal interests and abilities. You do not lose any talent.
A RELIABLE BASIS FOR EMPLOYMENT OFFICES AND ADVICE CENTRES
The job-matching method is also ideal for advising long-term unemployed. Because they often lose their job motivation after some time and cannot imagine themselves doing a different job than before. With job matching, advice centres are able to use a person’s specialist and interdisciplinary skills to discover a new job that suits them and that they will bring more self-motivation about.
THE RESULT: A JOB RADAR
The result of the job matching method is the job radar, where you as a recruiter, are able to look at each individual applicant. The focus is on the candidate and specific professions are represented as dots placed around the candidate. These can be grouped, according to their intended use, in areas of interest or in areas of activity (for example trades in a new plant for which staff is sought).
The closer a profession is to the applicant shown in the middle, the better the profession suits his/her talents.
If you use a multi-stage process consisting of various assessments and work samples, the accuracy of the diagnostics increases with every step, and you gain an increasingly detailed picture of your candidates.
POTENTIAL FOR THE FUTURE
We believe in not just looking at the current talents, but also planning for the future. As part of the job-matching process and in our JOBMATCHER software, analyses can be incorporated which deal with the potential of the candidate and the extent to which and where they can develop in the future. For example, does a candidate have leadership potential? For small companies with flat hierarchies this could be more of an exclusion criterion, while larger companies often ask explicitly for it.
The selection and development of personnel move closer together at this point in order to permanently tie the future employees to the company with the right career choice and further development.