b'Success ProfilingBy conducting a formal job analysis within your organisation, you will be provided with information about the key success profiles for individual roles or job families. This information can be used to inform your selection and development processes and decisions. Job Analysis is also an important first step in the development of a customised psychometric assessment.BenefitsIdentify Key Competencies: Design assessment to target the most important measuresFuture-proofing: Objectively understand how requirements for role-success will change over timeFoster Business Buy-in: Opportunity to ensure internal stakeholders can voice expertiseData Gathering TechniquesAt Talegent we favour a multi-method approach to Success Profiling to ensure a full objective understanding of the competencies that are predictors of success in an individual role or job family . The techniques selected provide a mixture of qualitative and quantitative information about the knowledge, skills, abilities & attributes that are critical to success in a role .Position Description Review Reviewing the existing position description PD Review of the role often provides relevant information about the task requirements, responsibilities and ideal characteristics of employees .Success Profiling Questionnaire Building Job Analysison the qualitative information provided Questionnaire by the focus groups, the Fleishman Job Analysis Survey (F-JAS) is utilised to determine the ability requirements for the role for each of the identified .Focus Group Subject Matter Experts Focus Group (SMEs; incumbents, supervisors, high-level managers) participate in a structured group discussion which provides information about the current Effectiveand future requirements of the role Critical Incidentand the characteristics of successful Jobemployees . InterviewPerformance Critical Incident Interview SMEs are asked to relate incidents from their own experiences which were successful in fulfilling role objectives . These are then Managerprobed in-depth to provide a composite Repertory Grid picture of job behaviours and the competencies necessary to fulfil task requirements and job .Manager Repertory Grid The manager Visionaryrepertory grid involves speaking with Interview direct managers of the role under observation . Managers are asked to share behavioural examples of their high and low performers, comparing and contrasting the two . The end product is a ranked list of the key characteristics which Industry Jobdifferentiate high and low performers in Analysis Data the role .172'