Our API and ATS provides quantifiable data about every applicant’s performance in the new job role and cultural fit at the beginning of the recruitment process. Using AI ensures consistency for shortlisting the best candidates to interview and increases the productivity of recruitment specialists.Get in touch
Matching People 2 Jobs digital solutions are designed to screen job applicants against company standards and provide reliable data on performance issues and organisational fit. It’s an area which has been neglected by organisations due to the lack of business solutions available and potential cost implications.
The practice of using the background information provided by applicants for screening and shortlisting purposes is fundamentally flawed. Research studies confirm that over two thirds of job seekers provide false information when writing a CV or completing an application form. In the absence of accurate and reliable data, recruiters are required make key decisions about an applicant’s suitability and whether to interview or not.
Our business model focuses on future performance issues rather background and experience. It provides additional information about each applicants’ suitability at the beginning of the recruitment process. The data generated gives an accurate prediction of their performance against the new job role and organisational fit.
The inclusive model combines the process of Defining Business Culture, utilising Behavioural Assessments and Job Match software that uses Artificial Intelligence to ‘rank’ every applicant’s suitability, in percentage terms. Used in conjunction with an applicant’s background details, recruiters can make quality decisions based on more reliable and consistent data. The technology is also suitable for internal recruitment activities.
There has always been a financial barrier to using assessment tools at the front end of the recruitment process. Our business model overcomes this problem. Users pay a fixed annual license fee for our digital solutions, which includes unlimited use of behavioural assessments and reports.
Every organisation has a preferred or unique way of operating. Defined as business culture and often described in-house ‘as the way we do business around here’. It’s behavioural in nature and not personality driven. It usually emanates from the top of an organisation and often industry or sector driven. It has a direct influence on the way management and staff behave towards external and internal stakeholders.
Defining the behavioural performance benchmarks required to underpin the way organisations operate is a critical factor for organisational success. Unlike values or beliefs which identify ‘what’ is expected from employees in general terms, business culture and performance benchmarks establishes the specific behavioural requirements for any given role or ‘job family’.
It’s not uncommon to have to have different behavioural performance benchmarks in the Management, Technical, Sales, Customer Service and Administration functions within organisations. The digital performance ‘matrix’ provided enables users to establish them for any function, effortlessly. The process of recruiting for cultural fit is relevant for organisations in any sector.
Our software enables users to specify exactly the behavioural standards expected from someone who will fit the job, the organisation and specifically an organisations business culture.
Link the behavioural performance standards required for the organisational success to the external and internal selection functions within a business.
Use behavioural frameworks and definitions that are easy to understand and above all, can be measured objectively using the reliable and validated assessment tools.
Incorporate stakeholder feedback and market trends when establishing behavioural standards for selection and use the data for assessing management and staff in mergers and acquisitions.
Poor performance and behavioural fit’ is one of the primary reason why people leave organisations and end up as another employee turnover statistic and a major cost. Our well-researched business related behavioural frameworks and digital solutions have assisted organisations to select better quality people and retain them. Defining, communicating and above all, aligning the recruitment function with an organisations unique business culture and behaviours, is an integral part of the services we provide.
An organisations ability to identify the top talent for selection purposes has never been an easy task. The information available is often unreliable for making crucial hiring decisions and internal promotions. Using validated and reliable assessment tools means that users have far more information about job candidates or an employee’s suitability relating specifically to a company’s behavioural performance standards and cultural fit.
We provide four behavioural questionnaires to cover any role within an organisation. Should further customisation be required, any of the eighteen reliable and valid scales available can be mixed and matched to produce a tailor-made questionnaire.
To date, over 1,250,000 assessment and reports have been used by our clients for recruitment purposes. The questionnaires are mobile friendly and every job applicant receives a feedback report with helpful tips for their personal development. As a result, the drop-off rate of applicants starting and not completing questionnaires is extremely low.
Utilise our Behavioural Assessments at the beginning of the recruitment process to measure the suitability of every single job applicant, generate more comprehensive data and produce a better quality shortlist for interview.
Use Behavioural Assessments that will accurately predict how a job seeker or an existing employee will perform in a new job role based on behavioural performance standards and organisational fit.
Determine job suitability for any given role, using business related behavioural characteristics, rather than personality traits. Behaviour can be changed or modified, therefore everyone has control over his or her future development and performance.
Create a lasting impression with job seekers by providing on-line feedback to every applicant together with general suggestions on how they can enhance their performance.
To ensure credibility, the measurement criteria used focuses on well-researched business related behavioural characteristics rather than traditional personality traits. The software is designed to interpret and generate profile results and reports in a business language that's easy to understand, doesn't require expert interpretation or expensive licensing programs for individual users.
Recognising that ‘one-size doesn't fit all’ - four job specific questionnaires are available to select from together with 4 management reports covering every type of organisational role:
The 4 reports generated for recruitment activities: Job Performance Benchmark; Candidate Profile, Candidate Feedback and Personal Development Plan.
Many advances in digital technology have been implemented across organisations relating to cost reductions and productivity gains, but less so in the areas of recruitment. The function is either labour intensive, under staffed or outsourced to RPO providers. Until now, there has been few digital solutions that add real value to the productivity of ‘recruitment specialists’ that are self-financing.
The commercial reason for using Artificial Intelligence for screening job applicants is compelling. The intellect exhibited by machines and software beats humans on every cognitive aspect relating to rational intelligence. ‘Job Match’ is a multi-functional digital platform designed to add-value by selecting the ‘top’ job candidates to interview in seconds. The amalgamation of defining business culture, utilising behavioural assessments and Job Match technology with AI, produces a consistent applicant screening outcome that can’t be replicated using traditional recruitment methods.
Whilst the final decision to make a job offer will always be based on human judgement, using ‘Job Match’ with AI to deselect unsuitable applicants provides recruiters with time to focus on other aspects of the role.
Job Match digital solutions are designed for employers, recruitment companies, consultancies, ATS/VMS providers and Job Boards. We can offer an ATS and API solution or an Advertising, Assessment and Screening service on job by job basis.
Utilise artificial intelligence to reduce the time to hire and conversion rates significantly by generating the most accurate and reliable shortlist for interview in a matter of seconds.
Analyse the performance details of thousands of previous job applicants and existing employees and match them against the role requirements for any vacancy.
Integrate our Performance Benchmarking, Behavioural Assessments, Job Match and Talent Search technology with any ATS or VMS provider using the Matching People 2 Jobs Application Program Interface (API).
Utilise or test drive the full ATS digital solutions on a job by job basis by using our £375 per vacancy Advertising, Assessment & Screening service which includes postings on over 30 job boards.
There is no charge for using our reliable and validated behavioural assessments and management reports. Users pay a fixed license fee for using our digital solutions which includes unlimited use assessments and reports. Our Job Match technology deselects unsuitable applicants based on behavioural performance and organisational fit as they apply for a job. This functionality reduces the time to recruit, lowers conversion rates and generates the most accurate and reliable shortlist to interview in less than 10 seconds. At least 50% saving in recruitment processing time can be achieved.
Through our Job Match Search functionality, organisations can analyse thousands of previous job applications in seconds to identify candidates and existing employees that match the behavioural performance standards for the given role. This feature can reduce recruitment spend considerably and motivates internal staff as they are being considered for new jobs and promotions.
Our £375 per vacancy, Advertising Assessment & Screening Service can save users thousands of pounds on agency fees. Using Total Jobs, Reed, Monster, Gumtree, Indeed plus other general and specialist job boards, clients have full access to our ATS digital solutions and assessments, free of charge.
We use the Matching People 2 Jobs to help us to manage our recruitment process within our retail business on both a local and national scale. The TalentMatch ATS is easy to use and navigate, helping us to review and communicate with candidates effectively at all stages in the recruitment process. The additional functionality of the Job Performance Matrix for setting the behavioural performance standards has also proven to be a very useful addition to our process.
Having been responsible for in-house and outsourced recruitment for some 30 years, across a wide variety of industry sectors and geographies, I’ve deployed a number of screening methodologies in the past for talent acquisition. The ‘missing piece’ for me has always been something that can accurately match a candidate to the business culture of the organisation and department with the vacancy. MatchingPeople2Jobs provides the ‘missing piece’. I am pleased to recommend them.
The Online Behavioural Assessment and Job Performance Matrix enables us to have a quick view of all applicants and initially choose those who have met our business criteria; which drastically reduces the amount of time taken to read the application details of unsuitable ones. We have been a user of the TalentMatch platform for many years and have found the process extremely beneficial from an ease of use and a productivity perspective’. We would have no hesitation in recommending their digital software solutions.
The ability to offer our dealer network a responsive and hassle-free Advertising, Assessment & Screening service for £375 per vacancy is a great asset to Volvo Car UK. The easy to access database and response tools, gives department managers the opportunity to manage their recruitment process in an efficient and professional way. The TalentMatch ATS allows them to contact and interview the very best candidates as soon as possible after initial application.
We have used the Matching People 2 Jobs TalentMatch platform for Recruitment and Personal Development for the last three years. The platform is easy to administer and the level of support offered is exceptional. We use the Development Reports for team members and managers at all levels of the business to assist in their ongoing personal development and have found the process has added another dimension into our blended performance management approach – a simple and fast way to receive valuable and actionable feedback. A truly 5 star, product and service.
As a senior operations executive and an avid user with different companies, the TalentMatch platform has proved invaluable as the vehicle to effectively communicate the guiding principals’ of a business, in a number of commercial environments. The development of behavioural performance standards for existing and new employees resulted in a consistent team approach which directly impacted on business performance. Developing and aligning people to an organisations business culture becomes an objective, measurable and sustainable process.
The TalentMatch platform provides us with the opportunity to objectively assess every job applicant against our specific requirements and save time in prioritising the candidates that closely match our selection criterion. Having access to the profiles of every candidate from each of our locations provides us with overall transparency of the quality of people we employ. Overall the process saves us time, money and provides an easy process to make well informed recruitment decisions.
Since 4see were recommended to use Matching People 2 Jobs £375 Advertising, Assessment & Screening service for our vacancies, we have not looked back. Anything that makes the recruitment process easier is very welcome, especially the Job Performance Benchmarks so that non suitable applicants are automatically rejected. Matching People 2 Jobs took the time to go through all the features of the TalentMatch ATS so that we were entirely comfortable with the process. Highly recommended.
The validation studies were carried out independently by a third party ‘centre of excellence’ and the research findings together with the technical considerations are available on request. To date, 1.25 million job seekers have completed questionnaires.
The answer is we don’t. We own the IP for all the assessment tools and reporting system so we can offer unlimited usage within the overall cost of our product and service offerings.
We believe every organisation has their own unique style or way of operating. Understanding its make-up is critical area for business success and is very often neglected due its indefinable nature. There are very few companies that provide leading edge talent management solutions that define, communicate and above all, align job-seekers to business culture in a measurable way.
It’s not really possible to do this as there are no right or wrong answers to the questions. Each organisation sets its own Benchmarks or ideal range for the individual scales measured and these will vary from job to job. As participants are unaware of the ranges set, scoring high on every scale will always generate a very low job match percentage or high development gap score which disadvantages the individual concerned. Interview questions are also generated to validate questionnaire results of candidates and existing employees.
Yes, but that’s not really a bad thing as it demonstrates an applicant’s real level of interest in a vacancy as opposed to taking a shot gun approach to the job market. The figure varies between 2% for more senior positions and up to 8% for customer facing type roles. Those applicants that do make the effort and show genuine interest are rewarded with a free Personal Profile Report with helpful ideas on personal development.
Using Artificial Intelligence to support recruitment decisions. Whilst ATS are becoming more sophisticated, there are few innovations that save time and money at the front end of the recruitment process.
Today, it’s not possible for a single provider to offer ‘best in class’ software applications across the ATS and VMS spectrum. That’s why we have developed API solutions for our Behavioural Performance Matrix, Assessments, Job Match and Employee Talent Bank which can be added to third party software. In a similar way, we also use leading edge third party Job Posting software which is fully integrated with our ATS.
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