Course Content
There are 8 lessons in this course:
Lesson 1. Scope and Nature of Profiling for Employment
- Introduction
- Changing Nature of Work
- Job Changes & the Labour Market
- Care Responsibilities and Work-Life Balance
- 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
Lesson 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
Lesson 3. Profiling Tests Available in Recruitment
- Introduction
- Some Psychometric Tests
- Personality Inventories
- Achievement
- 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
- A Test Battery
- Assessment Centres
- Simulations
- Interviews
- Other Options
- Tester Day at an Organisation
- Training Courses
- Pre Screening Tests
- Background Screening
- Minimum Qualification Requirements
- New Tests
Lesson 4. Developing a Profile
- Competency Profiling
- Case Study
- Type 2 Behaviour Pattern (TABP)
- OCEAN - The Big 5
- 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
Lesson 5. Supporting Clients to Find Occupations
- Introduction
- Helping Clients Prepare for Jobs
- Commitments
- Skills and Personality
- Case Study
- SWOT
- 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 Psychometric Testing
Lesson 6. Other Issues in Recruitment
- Introduction
- Influence of Different Types of Work
- Flexible Work
- Job Sharing
- Part Time
- Remote Work
- Hybrid Work
- Case Studies
- Learning from Exit Interviews
- Legal and Ethical Issues
- Diversity (Neurodiversity)
- Equity/Human Rights
- Internal/External Recruitment
- Employee Retention
- Retention Strategies
- Work-Life Balance
- Case Study
Lesson 7. Applications – Matching Occupations and 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
Lesson 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.
WHY JOB PROFILING?
It can take time to do job profiling properly; but in at least some cases, it can be well worth the effort, to get the best person doing the work required. When the person is matched well to the job, the employee is more motivated and satisfied. They risk of redundancy and costs involved in retraining are reduced for the employer. Productivity can be increased, and workplace disruptions decreased.
- Get the right staff member right from the start. Then organisations don't risk a new person starting, then having to dismiss them because they are not suitable, or them leaving themselves.
- Organisations don't waste time, money, and effort training someone who will leave.
- They don't waste resources recruiting someone repeatedly.
- With less staff turnover there's reduced recruitment and training costs.
- Staff are more motivated, not only the employee that was profiled, but others who work alongside them. Disgruntled and unhappy staff can share their misery with others. This can mean that other staff become demotivated and unhappy.
Having the right staff can improve all round motivation and productivity.
What Are the Advantages of Studying Psychology With ACS Distance Education?
- You can start at any time to suit you.
- They are self-paced.
- You can study when and where suits you. They are flexible to fit in around you and your lifestyle.
- It is not just a course, it is a package of learning that includes – course notes, tutor feedback, self-assessment tests, research tasks and assignments.
- Our tutors are all experts in their field, with years of experience in psychology and counselling.
- They are also keen and enthusiastic about their subject and enjoy working with students to improve their knowledge and skills.
- Courses are also updated regularly to meet the demands of the changing needs for knowledge and to keep our courses up to date.
What Next?
If you are involved in recruiting or promoting staff and would like to improve your job and career prospects, then a keen understanding of job profiling is essential. Understand more about the theories and knowledge underpinning job profiling with this excellent course.
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