When organisations lose key talent, recruitment is often where they immediately begin to focus. However, they may be missing the mark right from the start by not investing time in Job Profiling.
Job profiling can help organisations determines the actual skills and competencies an individual needs to do the job because jobs keep changing and before taking aim at filling a job that has not been assessed in light of its current critical accountabilities, Organisations miss the opportunity to reshape that job for today’s priorities – and risk hiring the wrong talent.
At Purplent, we have developed methodologies that help develop key job attributes and job’s Critical Accountabilities - a critical accountability being a measurable goal of the job is held accountable to produce benchmark data for the organisation, which then can be used to specify talent requirements for that job with accuracy.
Most job profiling data points allows you to focus on only one HR function - our methodology provides a benchmark for broader functions like competency mapping, recruitment, succession planning, training, learning and coaching.
Our Job profiling methodologies is robust and help define following elements of a Job
- FUNCTION IDENTIFICATION
- POSITION PURPOSE
- BUSINESS CONTEXT
- MAIN ACCOUNTABILITIES
- KEY PERFORMANCE INDICATORS
- RECRUITMENT PROFILE
Contact us today to learn more about our job profiling services and how we can help you hire individuals with the competencies necessary to meet your organisation's needs.