With Harver’s Matching profiles, you are able to quickly determine how well candidates fit your organization and the position they are applying for. A matching profile is the algorithm created to predict success in the role, based on how candidates score on the assessments. Harver’s people science team works together with your organization to find the right matching composition for the job.
Within this article we will go through:
- The basics of matching profiles
- Matching profile labels, visual representation of scoring
- Matching profile configuration
The basics of matching profiles
A Matching Profile represents custom configuration which allows evaluation of candidates across several indicators of success. This is done through configuration of Matching Indicators. Each vacancy within the company has different requirements for what makes a candidate good fit for the job. Matching Profiles can be built up of different Matching Indicators, representing specific competencies or performance metrics which serve as a set of predictors of success for the role, such as agility or leadership.
Matching Indicators consist of a name and description, as well as combination of relevant assessment components. The score of a Matching Indicator represents a weighted average of the components and indicates how well a candidate will perform on the specific attribute being represented by the indicator. Harver's People Science team conducts benchmark validation studies to help identify the right set of indicators as well as determine which of these that should contribute to the overall Matching Profile and score.
Matching profile labels, visual representation of scoring
Labels are used to group or rank candidates based on their assessment results in relation to the benchmarked results predictive of success in the role. Label settings define how the candidate scores will be displayed in the candidate detail page, pdf report, fact sheet and insights.
By default, matching profiles and matching indicators have ‘No labels’, in this default state candidates score will only display a numeric value. Based on your organization’s work flow and internal language, you can easily customize these labels to indicate when a candidate is a ‘great fit, good fit’, etc.
If you would like to only consider candidates that score within the identified benchmark for your organization, it is possible to enable a cutoff. With this feature, candidates who score below the benchmark will be automatically rejected, allowing you and your team to focus on the candidates that better fit the job and organization.
Matching profile configuration
Discuss with your CSM if matching profiles are right for your recruitment process. They will assist in the setup and configuration.