Job Profiling | Modern Recruitment Strategies

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The Importance of Job Profiling in Modern Recruitment Strategies

Job profiling is essential for finding the best fit between talent and roles, especially when it comes to new hires. In order to know what kind of person is going to perform best in a particular role, the requirements and responsibilities of that role need to be thoroughly understood. Otherwise, you’re looking for a key without knowing the shape of the keyhole. Without the right information, effective business performance management becomes impossible.

At Orgro, we believe that on-target job profiling is an indispensable part of hiring best-fit talent and optimising performance management. Job profiling provides the information needed to effectively define responsibilities, and accurately measure performance within a particular role or position. Effective job profiling optimises both existing and new talent by making sure that each role is clear to the person filling it and filled by the right person. While this kind of deep review and alteration of your roles and positions might seem disruptive, the benefits are immense and the process is not as arduous as it may seem at first, especially when you enlist the help of experienced professionals.

The Job Profiling Process:

Step 1: Review – Here the existing roles and positions within the company are scrutinised. Job descriptions in writing are compared with the actual activities of employees during a normal workday, and employees are interviewed around their understanding of their role, its responsibilities, and what lies outside of its scope.
Step 2: Determine Responsibilities – Use the comparison of job descriptions to determine core competencies that will drive your organisation’s goals. In so doing, you might discover holes where core responsibilities are going unmanaged, or partially managed by employees not suited to the role.
Step 3: Compare – Compare the job descriptions to the reimbursements of the positions and ensure that each employee is being rewarded fairly for their responsibilities. Here you might find that some employees are being paid too much or working below their skill level.
Step 4: Create New Models – In this step, you implement the necessary changes based on the insights gained through the prior steps. While the initial reaction to this might be negative, the long-term results include a streamlined hiring process and higher employee retention rates, in addition to ensuring that the match between roles and employees is optimised.

Best Practice

The process of job profiling to improve business performance management and hiring can lead to employees feeling targeted or singled out, and it is extremely important to apply fair and objective standards throughout the process. If your job profiling process follows best practice and remains impartial and consistent, then employees will recognise that the ensuing changes are not personal honours or slights but moves toward improving the organisation as a whole.

To ensure that these best practices are followed, you can make use of our job profiling service, which is just one of many organisational development solutions we offer at Orgro. Rely on our professional experience to ensure that your job profiling journey goes as smooth as possible. To learn more about our many services on offer, please contact us for a tailored solution.