THE JOB SURVEY SYSTEM-- Matching People to the Right Job

The Job Survey serves one primary purpose: it determines what kind of personality is
most likely to be happy and productive in that job.

PEP is not an aptitude system. PEP is a single, valuable tool in the HR toolbox of many,
each designed for a specific purpose. PEP is designed to match people to jobs based
on personality preferences. It is not the purpose of PEP to evaluate their capability at
specific jobs or determine what general career area they should pursue. For aptitude
evaluations you would require a different tool.

Why is personality evaluation in a job situation necessary? Consider:

What is a "secretary"? Let's look at two "secretarial" positions:

Secretary #1 is expected to primarily keep track of paperwork and appointments. The
boss is very hands-on, so this secretary is required basically to follow the boss's every
instruction to the letter.

Secretary #2 has a boss who is gone most of the time. This secretary is expected to run
the office while the boss is away, greet clients, and basically keep things in order.

Both positions are labeled "secretary"... but they require very different personalities.

The PEP Job survey addresses this issue by asking, "What kind of personality does this
specific job require?"

The Job Survey will give you a two-page personality requirement report. To prepare a
JPC Sheet, have either the immediate supervisor or someone well acquainted with the
position fill out the sheet. If you wish, you may have two or three people talk together in
filling out the JPC sheet to gain a rounded view of the job. The information you need to fill
that job from a personality standpoint will be contained in the resulting report.



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THE JOB SURVEY
The Job Survey serves one primary purpose: it determines what kind of personality is
most likely to be happy and productive in that job.

PEP is not an aptitude system. PEP is a single, valuable tool in the HR toolbox of many,
each designed for a specific purpose. PEP is designed to match people to jobs based
on personality preferences. It is not the purpose of PEP to evaluate their capability at
specific jobs or determine what general career area they should pursue. For aptitude
evaluations you would require a different tool.

Why is personality evaluation in a job situation necessary? Consider:

What is a "secretary"? Let's look at two "secretarial" positions:

Secretary #1 is expected to primarily keep track of paperwork and appointments. The
boss is very hands-on, so this secretary is required basically to follow the boss's every
instruction to the letter.

Secretary #2 has a boss who is gone most of the time. This secretary is expected to run
the office while the boss is away, greet clients, and basically keep things in order.

Both positions are labeled "secretary"... but they require very different personalities.

The PEP Job survey addresses this issue by asking, "What kind of personality does this
specific job require?"

The Job Survey will give you a two-page personality requirement report. To prepare a
JPC Sheet, have either the immediate supervisor or someone well acquainted with the
position fill out the sheet. If you wish, you may have two or three people talk together in
filling out the JPC sheet to gain a rounded view of the job. The information you need to fill
that job from a personality standpoint will be contained in the resulting report.



PREPARING YOUR HELP WANTED ADS

When advertising a job opening, the MOTIVATIONAL FACTORS produced in your JOB
EVALUATION report (registered versions) may be used to attract people to the job. By
indicating how these factors will apply to the job opening, you will attract the people who
will most likely have the kind of personality you are looking for and will discourage those
who do not enjoy such things. This in itself can save you a great deal of unnecessary
applicant processing; what is motivational to one person will be demotivational to another.
Reduced time in applicant processing is money saved.


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