Skill Profiling

Structured Skill Profiling—Skills Profiling is a Structured process that establishes the critical links between the essential requirements of a job, position or role and the knowledge, abilities and behavioral characteristics needed for a successful performance. 

Skill Profiling in a Structured format—summarises the knowledge, skills and abilities required for any open position. The candidate has to give the necessary information. Structured skill Profiling reduces the burden of Hiring HR, as he already knows what to ask. Detailing these factors in a profile format, allows the HR staff to identify candidates.

Skills Mapping has a well-planned questionnaire. … 

Skills-based Profiling Tools are used to better diagnose individuals’ strengths and weaknesses within the context of an action plan, aid in assessing an individual’s risk of unemployment, support the segmentation of job seekers according to their likely level of statistics and help target services more effectively for job entry. Structured Skills Profiling can be used in the matching process, thus enabling employers to include more detailed information on Skills Competency Requirements, including technical and soft skills in the job vacancy. This is an essential advancement as such tools can improve the matching processes– in terms of Quality, Efficiency, and Potential for Automation and support candidates in broadening the occupational job search. It also enables them to explore the transferability of their skills to new professional options.

Structured Skills Profiling is needed to—

· Diagnose individual strengths and weaknesses.

· Approach the risk of long-term unemployment among unemployed individuals. 

· Divide candidates according to the level of assistance they are considered to require. 

· Target appropriate services and programme considered most suitable to meet the requirements   of their particular “profile”. 

· Match candidates to the vacancies.

Benefits of Structured Skill Profiling–

Advantages include improved job performance, better identification of training requirements, better results from recruiting and easier succession planning.

Here are a few reasons- why businesses should accept “Structured Skill Profiling.”

· Design your questions based on Job analysis–Asking questions related to the profile and skills required can increase the validity by directly increasing job-affiliation. 

· Remarkably reduce favouritism–Structured hiring processes are the best-known way to minimize any bias that comes with recognizing the candidates Skills Inventory and perceiving those similarities as a measure to qualify.

· Less Time-Consuming–The interviewer’s practice balanced checking, where an equal amount of time is spent for each candidate and only interrupt when the candidate has misunderstood the question or is unclear about something

· Structured Skill Mapping is differentially set-down –This means that every candidate’s response to Skill Competency is available to the interviewer in a specific report format.

· Evaluate people in an unbiased way–Since the same questions are asked to all the candidates, it is easier to pull a comparison, grade them and hire the best fit.

Hiring process becomes much more quick, straightforward, practical and assembled with a Structured Skill Profiling. Skills Profiling is fundamental to all aspects of skill-related activities, like Hiring and Training. The goals driving Skills Profiling are almost the same in every domain. It’s Your Skills enables Skills Profiling. Log on to www.itsyourskills to learn more.