When creating a job profile, it's important to pay attention to the specific personality traits that make up your ideal profile.
Selecting relevant Traits
Bryq's built-in profiles are based on the Holland codes and Big five theories.
While they are well tested, they may not fit your specific requirements for some job positions - this is why you can always customize job profiles.
Creating too comprehensive profiles (ones that specify more than 11 personality profiles) tends to create very narrow definitions of what a successful candidate will look like. In most cases, a variety of different personalities can perform equally well in the same role - by over-defining the profile, you will be missing out on valuable talent.
Whenever you select a characteristic as relevant, consider if that is truly the case. Have you assessed existing employees to confirm that this is the case? Have you seen research that confirms the relevance?
If you are unsure about creating a customized profile, contact us at firstname.lastname@example.org - we will be happy to assist you further.
Selecting the Perfect Match Position
Each trait ranges between two opposite characteristics. For example, Open to change ranges between:
Conservative (someone who enjoys doing things the same, 'traditional' way) and
Open to Change (someone who enjoys doing things in new and varying ways).
There are three possible settings for the ideal match: on either end of the spectrum, or in the middle.
The suggested setting is on either end of the scale. This way you are specifying the trait that you would like to be exhibited by the candidate. The higher the match score, the more the candidate is exhibiting that specific trait.
You can choose the middle when you would like the candidate to exhibit a balance between the two ends. Be careful when selecting the middle, as candidates with opposite traits will score the same. For example, a completely conservative candidate and a completely open to change candidate will both score the same (zero) for Open to change.
If a characteristic is not important to you, make sure it is not checked as relevant. Selecting the middle of the scale as a 'don't care' setting is not the same - only select it if you are really looking for individuals with a balanced preference on the specific trait.
Remember to back-test whenever possible!
Whenever you create a new profile, please test it with past candidates before using it: Take successful and unsuccessful candidates from past (similar) assessments and grade them using the new profile, to ensure that the resulting scores match your expectations.