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  • Writer's pictureAJ Cheponis

Why You Should Develop a Job Target

What’s a Job Target?

A Job Target is a set of behavioral and cognitive requirements for a specific job. It serves as criteria that can guide an individual or team to assess a candidate’s fit in a role. Job Targets are created by answering a set of behavioral and cognitive questions about job requirements or created manually for those who are Talent Optimization experts.

What exactly does a Job Target measure?

A Job target measures and compares candidates on the spectrum of four factors.

1. Dominance: Dominance is the drive to exert one’s influence on people or events.

2. Extraversion: Extraversion is the drive for social interaction with other people.

3. Patience: Patience is the drive for consistency and stability.

4. Formality: Formality is the drive to conform to rules and structure.

Job Target

Above is the Job Target for a product marketing manager position which was developed by one of our clients. To the untrained eye, a Job Target can look confusing. That’s why we use software to create the Job Target with you.

“The hiring team is able to see who is a great fit for the job through an interview and an understanding of behavioral assessment results.”

Below is a brief description of the ideal candidate for the product marketing manager position that was decided on by the hiring team.

By looking at the Job Target and the behavioral insights, you can see that the ideal product marketing manager is someone who is intense, people-oriented, independent, and diligent. They need opportunities to interact with others and be challenged.

Hiring Success

Why Job Targets are important

Job targeting is an amazing tool for:

Hiring employees that are behaviorally and cognitively suited for the role.

Gaining insights from hiring stakeholders to create job requirements that satisfy the whole group.

Ensuring a new hire will be a good fit for a department or culture.

Analyzing the all-star performers in a role to attract top talent.

Reducing the time reviewing resumes, cover letters, and interviews.

Accessing targeted questions for interview questions based on behavioral and cognitive results of the candidate.

Just remember, even after deciding on the Job Target, you still need to follow through with conducting a full interview with your candidate, accompanied by the behavioral and cognitive assessments, to help you truly understand whether a candidate is a right fit for the role and the organization.

Hiring is a science

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