One calls the whole of all measures and processes, which are suitable to strengthen individual clarity and/or the knowledge over the own personality profile of a candidate (i.e. its vocational self picture) "vocational Profiling "(also: "Occupation Profiling ", "career Profiling "). The knowledge of the own strength profile is a basic condition for goal formation and strategic decisions regarding occupation and career development.

The following key variables determine this vocational personality profile in particular: individual interests, personal strengths, weaknesses, abilities, talents, own experience horizon, noticed market conditions, potential, personal movement area, systemic context factors as well as vocational and private goals of the candidate.

In tuning of these six variables a stimmige, strategic career decision can be met. To the analysis apart from scientific methods particularly from the range of the psychology (e.g. personality test) alternative beginnings (balance, listing, unstandardisierte search) and interactive communication offers (Assessments, Workshops, consultation, Coaching) stand for the prospective customers to the selection.

The following goals pursue personalities, that undergo to the process of a vocational one and/or a career Profilings: Clarity regarding direction and outline of the own applicant profile, development of a long-term individual life planning, increase of the chances of success within the framework basic conditions job-referred by applications with potenziellen employers and/or contracting parties, strategic fit of individual, family and.

In so far vocational Profiling can - from view of the applicant - when a necessary condition for an actual/a target comparison of own personality profile and the requirement profile of an employment offered are seen. In the long run the result of the Profilingprozesses makes possible the selection of strategically favorable application goals, the examination of the so-called "Matching for the job prospective customer "from own strength profile and target profile of the place concerned in the apron of the application procedure and thus an increase of the probability of success with the job identification and thus the organization of a lastingly successful vocational development path.

The use of the instruments of the Profiling in enterprises and their personnel departments (see for this Business Profiling) experiences a constant increase; therefore it is obvious that in the future the interest will continue to grow the personal Profiling occupation-referred by pupils, training, studying, vocational a risers and job change-over switches at.

Business Profiling is the analysis of the requirements of one place (place profile) in connection with the analysis of the relevant characteristics of the candidates (candidate profile), which can be occupied. As a result of the alignment between result of the requirement analysis and result of the candidate analysis (job match) important notes for the selection of the applicant arise. It concerns in the broadest sense the application of the Benchmarking in the personnel management.

Occasionally one asks oneself, why the positive impression of an applicant stands with the contrary to the actually furnished achievements. Even intensive applicant discussions do not give a reliable impression and above all no measurable data to the actual abilities of a future coworker.

In addition it comes that also the place which can be occupied is often subjected to no qualified analysis. Therefore also no alignment between Kandidatenrofil and place profile can take place. Excessive demand is just as harmful for the success of the new coworker as Unterforderung.

Expert opinion for this from the Frankfurt general newspaper, 4 October 1998: "The economy could save amounts of billion in opinion of the German society for psychology (DGP), if employees were used more strongly according to its inclinations and abilities. On a congress of the society their president Manfred Amelang said, the psychology could here valuable support supply. An equipment must be given to the personnel specialists in the enterprises to the hand, with which they can arrange the suitability of candidates better. "If the accuracy of the prognoses by 5 per cent to increase leaves itself, to a saving volume at a value of 5 billion DM would lead," to avowed Amelang. One use against it a coworker at the wrong place, lead to frustration and internal notice. "

Practical execution

In order to accomplish a meaningful Profiling, is first the requirement of the position to be defined. Already if several coworkers are in same position active and if of them are available objectively measurable results of work (e.g. coworker in the selling/ADP), a Benchmarking (Best Practise) is the suitable method for the determination Zielprofils.Dabei the TopPerformer in the goal position is evaluated. The agreeing characteristics of the bench mark participants define the success-relevant characteristics for the goal position.

• Example of a bench mark with 4 TopPerformer

The view of all relevant requirements is important in this connection. In addition belong:

• Thought pattern (cognitive characteristics) = can make the applicant the
• = the applicant wants to make professional interests (motivation) the
• Hold back (affektive characteristics) = as the applicant the job will

In the second step the candidates with the same procedure are analyzed. That job match states whether and how far the requirements of the enterprise with the suitability of the coworker cover themselves. Only this comparison mediate valuable realizations for the selection process, for Coaching as well as the advancement and stabilization of the efficiency of the candidate.

• Example of a job match with unsuitable applicant

• Example of a job match with suitable applicant

If does not only admit the decisive factors, but also are measurable

• with high probability only such applicants are selected, who can develop to successful coworkers.

• the AC costs can sink clearly, since only applicants with success potential participate.

• the Erstjahresfluktuation (special in the selling) and the enormous costs caused thereby would sink clearly.

Used topics

Explosiveness receives the demand after objective and thus discrimination-free personnel decisions by the anti-discrimination law (ADG).

Kundenprofiler, fluctuation costs, Profiler (Kriminalistik), Profiler (programming)

Related links

• Fluctuation cost computer
• Management Profiling: http://www.prodiction.de
• Costs lower - placement errors avoid/Download pdf

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