Predictive Job Matching
Growth Coach Austin has partnered with Affintus to provide a unique and cutting edge hiring and promoting solution. Predictive Job Matching combines direct coaching and guidance with a powerful hiring solution called affini-T, which evaluates the strength of job match (or “goodness of fit”) in three major constructs (see below). The affini-T consists of 193 questions matched to 19 dimensions distributed across the constructs. Each candidate is matched (in real-time) on each dimension to a client-specific Job Formula and at the same time is compared to all other candidates for the position. Summative and normative results are reported instantly.
More details available on demand…..
More about Predictive Job Matching and how affini T takes you and your company to the next level:
A lot is known about how to select and promote the “right” people – those who will be your next star performers and will contribute the most to higher productivity and a better bottom line. For 30 years we have known that “job matching” is the best approach to increasing performance and retention. In fact, research shows that strong job match employees deliver 10% – 50% more in revenues and productivity than average employees and their tenure is longer so costs go down and company knowledge goes up.
The problem is most organizations don’t know about the science of job matching so they can’t use it to make human capital decisions; they continue to spend up to $10,000 per hire and hope for the best. Even when the organization knows about the scientific research, it is difficult to incorporate it into existing processes.
The bottom line: most people decisions are still made by “gut” intuition. Organizations still rely “…on subjective personal preferences or on largely unquestioned organizational traditions, often based on false assumptions.” In other words, in the 21st century most people decisions are made using 19th century technology. The decision to continue using these strategies is based on the common – and inaccurate – belief that good people decisions are the result of experience and intuition. Research has determined they are not.
Here are some of the challenges of using the résumé-interview-gut check approach to human capital decisions:
- some 39% – 50% of all résumés contain erroneous information
- about 48% of new hires fail within 18 months
- only 20% of employees ever become high performers
- about 4 in10 promotions either underperform or fail
- people decisions based on interviews have about the same success rate as random selection
For hiring or promotion, the best way to select people is to identify the candidate who is the “best match” for the job and the company culture: selecting a person who is a strong job match has been shown to increase productivity and revenue generation by 10% – 50%.