Skill Profiling

Five Reasons Why You Should Consider Structured Skill Profiling

Structured Skill Profiling has a defined format. These types of interviews have a well-planned questionnaire. Questions are specifically designed, based on the company’s requirements in terms of a job match, as well as to whether you have the right attitude and temperament to do the job. Skill Management Application is the way to help companies solve any issues.

Initiating proficiency profiles for each position in the business allows the management to match the candidates to the respective job. Benefits include improved job performance, better identification of training requirements, better results from recruiting and easier succession planning. The upper hand over traditional methods of recruiting–lies in the structured approach. Competency Profiles provide an objective framework for eliminating unsuitable candidates and narrowing the field. The choice of the best candidate is made more accessible by detailed matching of educational background, experience and training to the requirements of the position.

Benefits of Structured Skill Profiling-

Skill Profiling in a structured format summarises the knowledge, skills and abilities required for an open position. The candidate is expected to provide the necessary information or sometimes choose from the options available. Structured skill profiling reduces the burden of the interviewer as he already knows what to ask. Detailing these factors in a profile allows human resources staff to identify candidates that should perform well.

Here are five reasons- why businesses should adopt “Structured Skill Profiling.”

  • Base questions on job analysis—Asking questions related to the profile and skills required increases the validity by directly increasing job-relatedness. By guaranteeing that the questioner neither incorporates insignificant data nor bars applicable data, it further validates the process.
  • Significantly reduce favouritism—By connecting assessments with job-related factors, planned interviews put a constraint on the immaterial information. Structured interviews are the best way to minimize any bias that comes with recognizing the persons’ similarities and perceiving those similarities as a measure to qualify.
  • Not Time-Consuming—The interviewers practice balanced probing, where an equal amount of time is given to each candidate and only interrupts when the candidate has misunderstood the question or is unclear about something.
  • Structured Skill Mapping is digitally recorded. This means that every candidate’s response to the competency is available to the interviewer in the detailed report format.
  • Evaluate people in the fairest possible way. Since the same questions are asked to all the people, it is easier to draw a comparison, grade them and hire the best fit.

Hiring process becomes much more straightforward, effective and organized with a Structured Skill Profiling.

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