The Art of Matchmaking Blog Series: Step 2 – Measure & Selection

Magda Vargas
Magda Vargas

In Magda Vargas Blog Posted

The Art of Matchmaking 7-steps signature program focus on the organizational and employee needs throughout the employee journey; also known as employee lifecycle so that the employee experience, engagement and retention could be impacted in every step. For the last 10 years we’ve been experiencing a global talent war that forced to make attraction and retention a strategic priority in addition to financial performance, business growth, innovation and problem solving.

Previously we talk about the importance of a well-defined employer branding to attract culture-fit candidates that would live the brand as fans. The Step 2 introduces the process of measuring and matching candidates with specific job profiles and selecting the right candidate for the right position. The use of talent assessments produces lead indicators to help organizations not only with the selection process but also with talent management, assessing workforce capability, employee engagement, understanding organizational culture and succession planning with a high degree of confidence which we are going to discuss individually in every step of the series.

To help ensure that your job applicants have the skills the job requires, without interviewing every single one, you can implement the use of pre-employment assessments which provide a standard and scientific method to measure individuals’ mental capabilities and behavioral style and predict job-fit.

Some of the advantages of using assessments during Step 2 – Measure & Selection are:

  • Remove the unconscious bias that comes along with many selection decisions.
  • Rely on subjective selection methods.
  • Maintain equality in the hiring process standardizing the candidate selection

 “Psychometric assessments can improve recruitment outcomes by 24% over traditional selection methods, such as resume screening and unstructured interviews” – Hiring Success Journal

Job-fit it’s the degree of congruence between an individual’s strengths, needs, and wants in a particular job and work environment.  When interests align, the employee and the organization experience a good job fit. Establishing job fit helps to identify and place individuals in positions where they are likely to be successful. Based on identifying innate personality traits, abilities, and behaviors, assessing for job fit determines if a person can do a job, how they will do a job, and if they will enjoy the job.

Every human being is motivated and driven by different influences. Job fit outlines the unique job-related qualities that make a person productive. Job fit assessments help talent acquisition professionals and hiring managers predict job suitability, and accurately helps assist in matching people so that they get inspired with the work they will do in their new jobs, ignite their full potential and impact their experience, engagement and organizational bottom-line.


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