Career profiling is quickly becoming crucial in the career coaching and recruitment industries. It’s an excellent tool to provide career advice and determine candidate suitability for a role. When done right, career profiling benefits the individual and the organisation.
Introduction to Career Profiling is an online professional development course that provides an in-depth introduction to career profiling, offering insights to improve recruitment and employment services outcomes.
In this career profiling course, you will explore the scope, nature, and limits of profiling for employment, recruitment, and candidate selection. You will also learn about profiling tests, including psychometric, personality, cognitive, aptitude, psychomotor and physical ability tests, as well as screening tests.
You will also learn how to develop a profile using the OCEAN technique, create questionnaires (PAQ, F-JAS), prepare resumes, cover letters and interview techniques to support clients in their employment search and conduct job analysis.
On completion of this course, you will have a comprehensive understanding of the role of the career profiler for personal, recruitment or human resources purposes.
Unit - Job Profiling
Unit 1 – Scope and Nature of Profiling for Employment
Matching the right people to the right role
The changing nature of work
Job changes & labour market
Care responsibilities & work-life balance
Digital nomads & remote working
Approaches to job profiling
Where profiling is carried out
Advantages of profiling
Limitations of profiling
Invest in staff
Unit 2 Profiling in Recruitment and Selection
Gathering information about jobs and people
Benefits of profiling in recruitment
Difficulties with recruitment & selection
Bias in testing
Faking bad (malingering)
Social desirability or faking good
Moderate or extreme response bias
Lawful issues of testing
Important considerations in test constructs
Parallel test reliability
Criterion validity & criterion-related validity
Using other measures for profiling
Unit 3 – Profiling Tests Available in Recruitment
New tests are being developed and emerging
Group 1: Psychometric tests
Cognitive ability tests
Tests of emotional intelligence
Vocational interest inventories
Tests of psychomotor ability
Tests of physical ability
Tests of perceptual ability
A test battery for recruitment
Group 2: Assessment centres
Group 3 – interviews
Other options to gather information
Tester day at the organisation
Minimum qualification requirements
Unit 4 – Developing a Profile
Developing an employee profile
Case Study – Police Officer
Type a behaviour pattern (TABP) in job profiling
Ocean – The Big 5
Advantages and disadvantages of different test types
More on designing a questionnaire
Designing the layout
Piloting the questionnaire
Standardising the questionnaire
Unit 5 – Supporting Clients and Candidates to Find Occupations
Helping people prepare for jobs – understanding the self
Skills and personality
Case study example of a swot analysis
Applying for jobs
Marketing the self
The cover letter
Compiling a resume
Types of resumes
Preparing for interviews
General interview preparation
Specific interview preparation
Preparing for simulations or work samples
Preparing for psychometric testing
Unit 6 – Other Issues in Recruitment
Issues that influence recruitment and selection
Influences of distinct types of work
Home and remote working
Case study – hybrid working
Learning from exit interviews
Legal & ethical issues
Mental and physical health difficulties
Inclusion and diversity
Equity & human rights
Internal & external recruitment
Strategies for retaining employees
Case study – work/life balance
Unit 7 – Applications – Matching Occupations And People Profiles
Client or candidate perspectives
Hiring from inside or outside an organisation
Profiling internal candidates
Profiling external candidates
How to determine whether to advertise the role
Unit 8 Applications – Adjusting Perspectives through Job Analysis
Job or work analysis
Approaches to job analysis
Job and work analysis
Job analysis methods
Task-orientated job analysis
Worker-orientated job analysis
Position analysis questionnaire (PAQ)
Fleishman job analysis survey (F-JAS)
Best practice in using job analysis
Critical incident technique
Using a competency dictionary
Best practice in competency modelling
Estimated duration 50 hours
Course Delivery and Start
Start anytime, self-paced and 100% online
Assessment will be comprised of written exercises, including short-answer questions, reflective tasks, short reports and/or projects. There are no examinations or due dates for assessment. As a result, you can complete training in your own time and at your own pace with the assistance of unlimited tutor support.
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Professional Development for:-
Careers officers and Advisors
Employment or Recruitment Service Case Managers
Employers, HR professionals, Managers
Life coaches, Counsellors, Academics, or anyone with a need to better understand the correlation between personality and occupation