Percentage of new hires retained
|Blue = with Job Match ~ Red = without Job Match|
|After 6 Months||After 14 Months||After 6 Months||After 14 Months|
|Low Retention Industry||High Retention Industry|
4,362 people who were Job Matched
8,740 people who were not Job Matched
1,980 people who were Job Matched
3,961 people who were not Job Matched
Herbert M. and Jeanne Greenberg,
"Job Matching for Better Sales Performance," H.B.R. Vol. 58, No. 5
The table above shows that the retention rate for new salespeople hired with personality trait matching is considerably higher than that for new salespeople hired without personality trait matching. This table shows the positive impact of doing only a partial job matching. A full job match will include thinking styles and occupational interests.
Look at the methods below and find where your current selection process is located. Does your current Employee Selection Process' correlation coefficient come close to 1.00?
Shouldn't you use the applicant screening methods, see below, that get you closest to 1.00? We think so and so do the 25,000+ employers who use or more of our job matching assessments. You may now assess for job fit on the Internet with the Profile Assessment. Click here to register at our on-line assessment center.
0.00 for a Flip of a Coin
0.14 for an Interview Only
0.26 after adding Background Checks
0.38 after adding Personality Testing
0.54 after adding Abilities Testing
0.66 after adding Interest Testing
0.75 after adding Job Match Testing
Source for Statistics plus additional Stats
For structured interviews the correlation coefficient is reported as
0.44 +/- 0.12.
Job matching may raise your selection process' correlation coefficient to: 0.75
The Prevue Assessment measures Job Fit including:
Job match occurs when a person has the right attributes or dynamics to be a successful, productive, dependable employee over the short and long-term. For a person to have job match he/she must have the:
- Mental Ability to do the job
- desire or Motivation/Interest to do the job
- Personality characteristics to be successful in the job
Let's take a look at these three areas:
A - Mental Ability or Thinking Styles
Ability has to do with a person's cognitive or mental abilities to learn and perform the functions of the job. People with too little have difficulty learning the aspects of a job and people with too much ability soon become bored with the job. When a person has the right level of ability he/she learns the job and stays sufficiently mentally challenged to enjoy the job for the long-term. Abilities are broken down into Working with Numbers, Working with Words, and Working with Shapes.
B - Motivation/Interests or Occupational Interests
People who are long-term productive employees generally enjoy the type of work they doping. Jobs can involve working with people, data or things. Depending on the job one of these might be much more important than the other two. For example, if a job requires the employee to do one-on-one training sessions all day and the employee is not motivated or interested in working with people the employee is unlikely to be very successful since he or she does not enjoy that type of work. The most productive people truly enjoy the type of work they do and approach work as if it were a hobby--it interests and motivates them.
C - Personality or behavior traits
A person's personality determines how he or she will behave on the job. It determines how they react to situations, how they delegate tasks or perform what has been delegated to them. It determines the extent to which they follow rules, how well they listen to instructions, solve customer problems, meet deadlines and correct mistakes. Personality also determines how they relate to their fellow employees and management, if they avoid conflict or if they enjoy the challenge of conflict and how well they manager stress.
Now we understand what work related characteristics determine how a person will perform on the job. Job match occurs when these characteristics are right for the job. But how do we know what the desired characteristics are for a job? It is easy, first we identify the top performers in the position and second we test these top performers to quantify their common success traits.
Once these common success traits are quantified, i.e., a Success Hiring Pattern is developed, future job applicants are compared to the objective success hiring pattern to determine if they have a job match. The paper and pencil Prevue Assessment and the on-line Profile Assessment were specifically designed to objectively measure these work related characteristics--ability, interests and personality-- to the unique demands of each job.