Online Job Profiling Course – Learn How to Match People with the Right Careers
Boost your career in recruitment, HR, or career development with our comprehensive Job Profiling Course Online.
This course is designed to help you master the essential skills of job analysis, role profiling, and matching the right candidates to the right positions—based on their personality traits, experience, and skill sets. Through in-depth learning, you’ll explore how to define job roles clearly and analyse the psychological and professional requirements of a position. You’ll gain practical knowledge in identifying the ideal employee for any job, which leads to improved hiring decisions, better employee satisfaction, and increased workplace productivity.
Whether you’re working in human resources, career counselling, recruitment, or simply looking to enhance your understanding of personality-job fit, this course provides the tools you need to make informed, impactful decisions.
Who is this Course for?
- Career Advisors and School Counsellors
- Recruitment Consultants and Employment Services Professionals
- HR Managers and Business Owners
- Life Coaches, Counsellors, and Academics focused on career development or vocational psychology
Course Structure
There are 8 lessons in this course:
1. Scope, Nature, Limits of Profiling for Employment
- Changing Nature of Work
- Job Changes & the Labour Market
- Care Responsibilities and Work-Life Balance
- Digital Nomads & Remote Working
- Approaches to Job Profiling
- Job Analysis
- Competency Framing
- Psychometric Testing
- Interview Days
- Work Simulations
- Screening Tests
- Medical Tests
- Where Profiling is Carried Out
- Assessment Centres
- Advantages of Profiling
- Limitations of Profiling
- Retaining Staff
2. Profiling in Recruitment & Selection
- Benefits of Profiling in Recruitment
- Difficulties with Recruitment and Selection
- Overwhelming Responses & Applicant Shortages
- Bias in Testing
- Faking Bad, Faking Good & Acquiescence Bias
- Moderate or Extreme Bias
- Indecisiveness
- Test Bias
- Construct Bias
- Predictive Bias
- Lawful Issues of Testing
- Important Considerations in Test Constructs
- Test Reliability
- Internal Consistency
- Test-retest Reliability
- Interrater Reliability
- Parallel Test Reliability
- Test Validity
- Criterion Validity
- Construct Validity
- Face Validity
- Content Validity
- Using other Measures for Profiling
3. Profiling Tests Available in Recruitment
- Group 1 Psychometric Tests
- Personality Inventories
- Intelligence Tests
- Cognitive Ability Tests
- Aptitude Tests
- Tests of Emotional Intelligence
- How to Measure Emotional Quotient
- Vocational Interest Inventories
- Tests of Psychomotor Ability
- Tests of Physical Ability
- Tests of Perceptual Ability
- Group 2 Assessment Centres
- Simulations
- Group 3 Interviews
- Other Options
- Tester Day at an Organisation
- Training Courses
- Pre Screening Tests
- Background Screening
- Minimum Qualification Requirements
4. Developing a Profile
- Case Study
- TABP (Cluster of behaviours)
- OCEAN – The Big 5
- Competency Profiling
- Some Advantages of Using Competencies
- Choosing Tests – Advantages and Disadvantages of Different Test Types
- Alternate Choice
- Multiple Choice
- Rating Scales
- Designing a Questionnaire
- Biographical Information
- Instructions
- Designing the Layout
- Piloting a Questionnaire
- Standardising the Questionnaire
5. Supporting Clients to Find Occupations
- Helping Clients Prepare for Jobs
- Influences, Commitments and Personality
- Skills and Personality
- Case Study
- SWOT Analysis
- Applying for Jobs
- Marketing the Self
- Assessing Experience
- Organising Training
- Preparing Resumes
- The Covering Letter
- Compiling a Resume
- Preparing for Interviews
- General & Specific Interview Preparation
- Preparing for Simulation or Work Samples
- Preparing for Psychometric Testing
6. Other Issues when Looking at Recruitment
- Influences of Distinct Types of Work
- Flexible Working
- Job sharing
- Part-time working
- Home and Remote Working
- Hybrid
- Confidentiality Risk
- Learning From Exit Interviews
- Legal and Ethical Issues
- Employment Law
- Mental and Physical Health Difficulties
- Inclusion and Diversity
- Internal and External Recruitment
- Confidentiality
- Employee Rentention
- Strategies for Retaining Employees
- Work Life Balance (WLB)
- WLB Case Study
7. Applications – Matching Occupations with People Profiles
- Client/ Employee Perspective
- Using Occupation Resources
- Client Interests
- Interest Inventories
- Values
- Qualitative Assessments
- Hiring from Inside or Outside an Organisation
- Profiling Internal Candidates
- Profiling External Candidates
- Determining Whether to Advertise
8. Applications – Adjusting Perspectives through Job Analysis
- Job Analysis
- Work Analysis
- Task Oriented Job Analysis
- Worker Oriented Job Analysis
- Gathering Information
- Qualitative Data Interviews
- Observations
- Quantitative Data
- Job Task Inventories
- Position analysis questionnaire (PAQ)
- Fleishman Job Analysis Survey (F-JAS)
- Personality Inventories
- Databases
- Data Analysis
- Best Practice in Using Job Analysis
- Competency Profiling
- Competency Profiles
- Competency Dictionaries
- Critical Incident Techniques
- Best Practice Competency Modelling