Quite evident from the name, job matching is a process in which a company tries to match a particular job vacancy in the organization with a suitable resource in the market. In this process a lot of factors are considered like skills, qualification, experience etc. The whole process of developing a framework for job matching is mostly done by consulting companies. Organizations approach consulting companies to develop a framework for them, so that a job match can be done efficiently.
What is the need for job matching?
Different organizations have different job positions. No two jobs would be exactly the same in different organizations. The responsibilities handled, the domain of expertise, the skill sets etc will have a difference. So when an organization has a vacancy, it looks out for a resource to fulfill the vacancy. Now on this lookout, it would dig into the external job market as well. In such a situation, a big question will arise in the minds of the HR personnel in charge of recruitment. What are the factors which I should look in a candidate? Obviously it would be pretty much difficult to get a candidate who had the same kind of exposure as the employee who has left the job. So now the HR personnel should draft a process by which he can elicit out the key parameters present in this job from many factors. This could also include some aspects of the employee who left the job. Now a framework has to be developed which would look into certain aspects of the candidate. Now a job match process will compare the aspects of the candidate and the parameters of the job and will give a verdict whether the candidate is a light match, or a medium match or a heavy match for the job.
Certain factors which are used are objective of the job, supervisory responsibilities, responsibilities of the job etc. Other factors like compensation, qualification, skills etc are also considered.
Now this process is very important while benchmarking. For example, suppose an organization is doing a benchmarking of compensation. Now in this process, how does the organization compare the compensation for a certain role across the industry? It needs to find out a comparable role in another organization as well. So for this a job matching process is very important.
When we start formulating a job matching framework, we first divide the organizational roles under different heads and chart out the career paths for each of these divisions. Now within each division, the different levels are also drafted. For each level, the basic qualifications and responsibilities are also formulated.
Now for each job family, the different levels are charted out with probable job titles, and their responsibilities and education requirements and experience requirements as well as the reporting matrix.
Please search for more information on job matching processes. Inputs are always welcome
What is the need for job matching?
Different organizations have different job positions. No two jobs would be exactly the same in different organizations. The responsibilities handled, the domain of expertise, the skill sets etc will have a difference. So when an organization has a vacancy, it looks out for a resource to fulfill the vacancy. Now on this lookout, it would dig into the external job market as well. In such a situation, a big question will arise in the minds of the HR personnel in charge of recruitment. What are the factors which I should look in a candidate? Obviously it would be pretty much difficult to get a candidate who had the same kind of exposure as the employee who has left the job. So now the HR personnel should draft a process by which he can elicit out the key parameters present in this job from many factors. This could also include some aspects of the employee who left the job. Now a framework has to be developed which would look into certain aspects of the candidate. Now a job match process will compare the aspects of the candidate and the parameters of the job and will give a verdict whether the candidate is a light match, or a medium match or a heavy match for the job.
Certain factors which are used are objective of the job, supervisory responsibilities, responsibilities of the job etc. Other factors like compensation, qualification, skills etc are also considered.
Now this process is very important while benchmarking. For example, suppose an organization is doing a benchmarking of compensation. Now in this process, how does the organization compare the compensation for a certain role across the industry? It needs to find out a comparable role in another organization as well. So for this a job matching process is very important.
When we start formulating a job matching framework, we first divide the organizational roles under different heads and chart out the career paths for each of these divisions. Now within each division, the different levels are also drafted. For each level, the basic qualifications and responsibilities are also formulated.
Now for each job family, the different levels are charted out with probable job titles, and their responsibilities and education requirements and experience requirements as well as the reporting matrix.
Please search for more information on job matching processes. Inputs are always welcome
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