The task

The team “Facility-Management Services” of the “Hamster GmbH” has advertised a new position. A surprisingly large number of applicants have come forward who would like to work as an additional facility manager on this position. The head of the team is now faced with the challenge of selecting the right candidate.

Hamster management left him alone with a curt note: “We’re busy right now. You’ll be fine on your own … But remember not to invite more than five people to talks. More would be too expensive. We have great confidence in you and your expertise.” So now he has two problems: 1. Which five applicants does he invite for interviews? 2. How does he select the best applicant?

The human resources manager at “Hamster GmbH” knows how to help him. She uses MatchLytics-Assessment and tries to find a solution for both problems together with the team leader.

The solution This task can be solved with the help of motivational portraits according to TwentyFive. The ‘fit’ of the applicants should be done by comparing their portraits with that of an example persona for the job. If the portrait of an applicant is close to that of the example persona in terms of the individual characteristics, then this can be taken as an indication of a good ‘fit’.

The calculated distance of the portraits can also be used to sort the list of applicants. This gives a first indication for inviting the most suitable applicants to interviews.

The implementation

With MatchLytics-Assessment The implementation can be done in four simple, quick steps. In the run-up, of course, a sample persona for the advertised position must be designed, describing the hard and soft skills requirements for a “facility manager” in this specific work environment.

1. creation of a job template

In MatchLytics-Assessment a new job “Facility Manager” will be created.

According to the job requirements (according to the designed persona) the “job template” parameters and the modifiers are configured in the job description.

For a “facility manager” the template “janitor” is appropriate. The activities for the future job holder are clearly “supervising” and “manual/handy”, he will work “with people” and “with objects” and bears responsibility for “material assets/products” and “processes”.

The “TwentyFive questionnaire” is to be selected as the “questionnaire” in order to obtain the most detailed result possible.

2. Invitation of all applicants to create a motivational portrait Subsequently, the applicants are invited to create a motivational portrait. This is done by creating “invitations” in the MatchLytics assessment for each of them.

The MatchLytics Assessment automatically sends an e-mail to the applicants. In addition to the invitation, the e-mail contains a link/button that leads to the questionnaire for creating the motivation portrait according to TwentyFive.

The link included in the invitations leads each applicant to the TwentyFive questionnaire. MatchLytics then guides them through this until the finished motivational portrait.

The applicants can create their personal motivation portrait on any device (computer, SmartPhone, tablet). After completely answering the questions, they and “Hamster GmbH” receive the result.

3. comparison of the motivational portraits of all applicants If the motivational portrait was created by the applicants, it will be immediately visible in MatchLytics-Assessment. In the “Applications” menu area, you can see a list of applications sorted in the order of the calculated suitability of each applicant.

If the motivational portrait has been created by the applicant, it will immediately be visible in MatchLytics-Assessment. In the “Applications” menu area you can see a list of applications, sorted in the order of the calculated aptitudes of the individual applicants.

Via the “RESULTS” buttons, the detailed values/fit calculations for each applicant can be viewed. With these, a deeper insight can be gained and further comparisons can be made.

The listing can be exported for further, external use or for documentation, e.g. as a CSV file.

The list is then usable in a spreadsheet (Excel, …) usable.

4. evaluation of the comparison The sorting of the list of applicants can serve as a first indication for the decision of an invitation to interviews.

Of course, applicants with a lower, calculated aptitude cannot in principle be considered unsuitable for the advertised job. No human being can be perfectly “measured out” or analyzed. However, the comparison suggests that employment is more or less likely to satisfy the applicant’s inner needs. This has medium- and long-term consequences for the productivity of the team and for the health of the employees themselves.

In detail, of course, only interviews can clarify for which of the applicants “facility manager” is the right occupation and which of them fits best into the team “facility management services”. In the end, it is always the people who should decide … in this case the head of the team and the applicants themselves.

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