Person-Role, Person-Organisation and Person-Culture Fit Analysis
It is important that candidates match the requirements of the role and organisation to perform well. Person-Role fit is a framework that measures the overlap (or “fit”) between the candidate’s abilities, traits, interests, and values and those required of the advertised role. Fit analyses require a detailed “job analysis” stage, in which occupational psychologists conduct research to understand role requirements and create a “Job Match profile” of the ideal candidate’s abilities, personality traits. Subsequently, specialists, such as occupational psychologists, devise and implement assessment methods to assess these characteristics in candidates and calculate their fit. Analysis of Fit can also be completed between person and the organisation or organisational culture.
Services TOPPI can offer:
- Bespoke Person-Fit analysis for Roles, Organisations and Cultures by highly experienced and passionate Occupational Psychologists
- Scientific and systematic Job Analysis of requirements and Job Match profiles
- Job Match profiles based upon highly popular, reliable, and accurate psychometric tools
- Utilisation of a combination of analytical methods: consulting job descriptions and personality specifications, interviewing employees, conducting diarystudies, and consulting psychometric tools
- Evidence informed Person-Fit assessment methodsincluding psychometric testing, interviewing and assessment centres
Panel interviews and observations
In Panel interviews, one candidate and several interviewers are present. This panel of interviewers all understand the organisation and the role, and each pose interview questions and take observations. Panel interviews allow organisations to gain multiple perspectives of candidates, from professionals specialising in different areas and functions in, and outside of, the organisation. This diversity of viewpoints is believed to reduce the risk of hiring unsuitable candidates.
How can a TOPPI Occupational Psychologist add value to your interview panel?
- Provide an investigative and scientific mind which is trained to question and understand motives and intentions behind surface-level behaviours
- Apply psychological theories and evidence to informinterviewing best practice
- Ethical and unbiased approach to interviewing and assessing candidates
- Scientific and evidence-informed critical thinking will add diverse thinking and reduce dangerous risk of “groupthink”