Person and Job Match

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How many times have you hears professionals talking about the importance of a person/job match? No too often, I assume! Unfortunately, in our society we’re always looking at the highest paying jobs, most prestigious occupations, best working conditions and additional benefits the job may give us more than looking at the job itself. Not that any of the aforementioned aspects of a job are not important, rather the fact that if a candidate hypothetically finds all of the stated advantages, there remains the question whether this job is for that particular candidate or not.



“know who you are, what you are capable of, what your ambitions are, where you want to go with your career and what you are willing to invest in that career before you claim yourself as a ‘match’ for a job”



A very good example of being able to match yourself to one of the jobs that you will be good at doing is to look at the work related activities that have been going well for you in the past. If you have never been able to be making tough decisions on the spot and think outside of the box, try to stay away from jobs that involve a lot of decisions that you will have to make for yourself on a daily basis. If are more of a process-oriented person who prefers abiding by a stated work method rather than finding your own processes on your own, you may want to consider going for a job that has a very tight set of doctrines that need to be followed and reinforced. It is very basic actually, just like finishing high school with grades that could take you to study architectural engineering when you actually can’t stand holding a pencil for more than 5 minutes!


One thing that may also help you in determining the best job for you is scrutinizing multiple choice questions tests that examine your best abilities and predicts the aspects that you may be best at. A model that stands out in this field and is used by organizations worldwide is the D.I.S.C. Profile Model which can be purchased online. The DISC Profile is a nonjudgmental tool for understanding behavioral types and personality styles. It helps people explore behavior across four primary dimensions:

  • Dominance: To the point, decisive and bottom line oriented. These people tend to be independent and results driven. They are strong-willed people who enjoy challenges, taking action, and immediate results. People who score high in the intensity of the “D” styles factor are very active in dealing with problems and challenges, while low “D” scores are people who want to do more research before committing to a decision. High “D” people are described as demanding, forceful, egocentric, strong willed, driving, determined, ambitious, aggressive, and pioneering. Low D scores describe those who are conservative, low keyed, cooperative, calculating, undemanding, cautious, mild, agreeable, modest and peaceful.


  • Influence: Optimistic and outgoing. They tend to be highly social and out going. They prefer participating on teams, sharing thoughts, and entertaining and energizing others. People with high “I” scores influence others through talking and activity and tend to be emotional. They are described as convincing, magnetic, political, enthusiastic, persuasive, warm, demonstrative, trusting, and optimistic. Those with low “I” scores influence more by data and facts, and not with feelings. They are described as reflective, factual, calculating, skeptical, logical, suspicious, matter of fact, pessimistic, and critical.
  • Steadiness: Empathetic & Cooperative. These people tend to be team players and are supportive and helpful to others.  They prefer being behind the scene, working in consistent and predictable ways. They are often good listeners and avoid change and conflict. People with high “S” styles scores want a steady pace, security, and do not like sudden change. High “S” individuals are calm, relaxed, patient, possessive, predictable, deliberate, stable, consistent, and tend to be unemotional and poker faced. Low “S” intensity scores are those who like change and variety. People with low “S” scores are described as restless, demonstrative, impatient, eager, or even impulsive.
  • Conscientiousness: Concerned, Cautious & Correct. These people are often focused on details and quality. They plan ahead; constantly check for accuracy, and what to know “how” and “why”. People with high “C” styles adhere to rules, regulations, and structure. They like to do quality work and do it right the first time. High “C” people are careful, cautious, exacting, neat, systematic, diplomatic, accurate, and tactful. Those with low “C” scores challenge the rules and want independence and are described as self-willed, stubborn, opinionated, unsystematic, arbitrary, and unconcerned with details.

This system of dimensions of observable behavior has become known as the universal language of behavior. Research has found that characteristics of behavior can be grouped into these four major ‘personality styles’ and they tend to exhibit specific characteristics common to that particular style. All individuals possess all four, but what differs from one to another is the extent of each.

For most, these types are seen in shades of grey rather than black or white, and within that, there is an interplay of behaviors, otherwise known as blends. The denotation of such blends starts with the primary (or stronger) type, followed by the secondary (or lesser) type, although all contribute more than just purely the strength of that ‘signal’.

There is also of course the Myers-Briggs Type Indicator (MBTI) which is available online.  The Myers-Briggs Type Indicator assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.


Hopefully, you have the tools to identify yourself by now! So, go out there, find the job that is the best fit for you and learn to absorb your capacities and understand your differences. There is a vacancy out there that is for you, you just need to know how to match yourself with that particular job. Let the job hunting begin!


Regina Inani


Human Resources Development Specialist

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