JOB PROFILING AND JOB MATCHING PROJECT STUDY FOR JOBLESS GRADUATES

This proposed joint study project is to compliment to the NATIONAL ECONOMIC RECOVERY PLAN (NERP) that should involve the National Economic Action Council (NEAC) as the SPONSOR, the Ministry of Entrepreneur & Development, the Ministry of Education, the Ministry of Human Resources, the Employers, the Unemployed Graduates and WOMEN’S INSTITUTE OF MANAGEMENT (WIM) as the CHAMPION for the project.

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Executive Summary
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“PEOPLE ARE OUR MOST IMPORTANT ASSET”
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OBJECTIVES OF JOB PROFILING AND JOB MATCHING PROJECT STUDY FOR THE UNEMPLOYED GRADUATES:
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INTRODUCTION
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K-Economy realities
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CONFLICTING STATEMENTS FROM THE RELEVANT MINISTRIES……….
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The K-Economy context and the Unemployed Graduates
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How ready are the unemployed graduates to work in a knowledge-driven environment?
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THE NEW MALAYSIAN WORKFORCE
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JOB PROFILING – JOB MATCHING: A POWERFUL TOOL

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Job Profiling and Job Match Patterns Make the Difference
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The Problem with the way it's always been done in INTERVIEW PROCESS
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Understanding the Role of Assessments in the Hiring Process
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JOB PROFILING – JOB MATCHING PROCESS ENSURES NEW HIRES ARE READY TO PERFORM BY “HITTING THE GROUND RUNNING”
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THE RIGHT CANDIDATE FOR THE RIGHT JOB
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JOB PROFILING – JOB MATCHING OFFER A SOLUTION TO ARREST THE PROBLEMS OF UNEMPLOYED GRADUATES
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WORKFLOW OF PROJECT STUDY IMPLEMENTATION
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JOB PROFILING AND JOB MATCHING DO HELP EMPLOYERS SIGNIFICANTLY IN MAKING THE UNEMPLOYED GRADUATES EMPLOYABLE
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PERFECT EMPLOYEE FROM THE POOL OF THE UNEMPLOYED GRADUATES? NO. BETTER THAN AVERAGE? YES
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AN IMMEDIATE CREATION OF JOBS FOR SOME THE UNEMPLOYED GRADUATES TO ADMINISTER THE INSTALLATION OF JOB PROFILING AND JOB MATCHING PROJECT
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THE “BIG PICTURE” OF PROJECT STUDY ACTIVITIES
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TOTAL ESTIMATED PROJECT COST:
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CONCLUSION
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Executive Summary
With Job Profiling and Job Matching study, the mind-boggling aspect of relating job matching with job analysis patterns can be easily resolved without causing so much frustration to the UNEMPLOYED GRADUATES and THE EMPLOYERS.


MAIN OBJECTIVES OF JOB PROFILING AND JOB MATCHING PROJECT STUDY FOR THE UNEMPLOYED GRADUATES ARE AS FOLLOW:
1. TO ESTABLISH THE JOB PATTERN REQUIREMENTS OF THE EMPLOYERS TO MATCH AGAINST THE JOB PROFILES OF THE 50,000 UNEMPLOYED GRADUATES AT AN ESTIMATED COST OF RM17.5 MILLION.
2. TO ASCERTAIN THE SOFT-SKILLS OF THE UNEMPLOYED GRADUATES IN ORDER TO MATCH THE POSITIONS OFFERED BY THE PROSPECTIVE EMPLOYERS AND FUTURE JOB OPENINGS.
3. TO CREATE JOB OPPORTUNITIES AMONG THE UNEMPLOYED GRADUATES.
JOB PROFILING – JOB MATCHING: A POWERFUL MULTI-DIMENSIONAL ASSESSMENT TOOL FOR HIRING OF UNEMPLOYED GRADUATES BY EMPLOYERS.
WHY ASSESS THE 50,000 UNEMPLOYED GRADUATES USING THE JOB PROFILING AND JOB MATCHING APPROACH?
Our assessment tools predict the "Job Fit" between an applicant and various positions. Job Fit can be thought of as the ability created by one's behavior to do a job. Job Fit is determined differently than Skills Fit or Company Fit. By comparison, Job Fit is largely overlooked. The best way to measure Job Fit is with a standard job profiling assessment.
Job Match Patterns Make the Difference
Job Match Patterns are effective because they compare the qualities of unemployed graduates as job candidates to the attributes of the most productive employees. The patterns tell the employers whether candidates are like or different from those top performers. A study published in the Harvard Business Review concluded that Job Match more accurately predicts job success than any of the commonly accepted factors, such as education, experience, or job training which includes reskilling programs.
Job Fit is the Key!
Cognitive ability is the oldest job success indicator. can better be applied to exact job requirements. Occupational Interests are the second element to Job Fit. Dynamics of an Individual's Behavior are the third element to Job Fit. JOB PROFILING – JOB MATCHING PROCESS ENSURES NEW HIRES ARE READY TO PERFORM BY “HITTING THE GROUND RUNNING”
Job Profiling is one method an organization uses to ensure that it hires individuals ready to perform their job.
The first step is creating Job Profiles or patterns for the different positions within a function. Unlike job descriptions, Job Profiles define four levels of proficiency based on 10 to 15 job elements. Once Job Profiles are defined, applicants can be sourced and screened based on the skills and experience required in a position. In addition to creating profiles and recruiting based on Job Profiles, the staffing department of each organization has to design behavioral interviewing questions that assess the skill sets for each profile.

EMPLOYERS or the Hiring managers are responsible for providing job characteristics and responsibilities for the different roles incorporated within the Job Profiles.
By identifying the strengths and weaknesses of unemployed graduates individually, relative to job match pattern requirements, the e-Profiles help the potential employers determine the suitability of the individual graduate for the relevant position. THE RIGHT CANDIDATE FOR THE RIGHT JOB
FOR INSTANCE, WHAT ARE THE UNEMPLOYED ARTS GRADUATES GOING TO DO WITH THEIR DEGREES?
As a result arts graduates often feel they do not have employable skills. However, arts graduates possess a great many of the skills most in demand by employers. JOB PROFILING – JOB MATCHING OFFER A SOLUTION TO ARREST THE PROBLEMS OF UNEMPLOYED GRADUATES
The use of profile assessments for the unemployed graduates is essential to employers who want to put the right people into available jobs;
JOB PROFILING AND JOB MATCHING DO HELP EMPLOYERS SIGNIFICANTLY IN MAKING THE UNEMPLOYED GRADUATES EMPLOYABLE
THE FIRST STEP IS TO CREATE THE JOB PROFILES FOR THE DIFFERENT POSITIONS WITHIN A FUNCTION. ONCE JOB PROFILES ARE DEFINED, APPLICANTS CAN BE SOURCED AND SCREENED BASED IN THE SKILLS AND EXPERIENCE REQUIRED IN A POSITION. IN ADDITION TO CREATING PROFILES AND RECRUITING BASED ON JOB PROFILES, THE STAFFING DEPARTMENT CAN DESIGNED BEHAVIOURAL INTERVIEWING QUESTIONS THAT ASSESS THE SKILL SETS OF EACH PROFILE. JOB PROFILING AND JOB MATCHING OUTRANKS ALL OTHER FACTORS OR ASSUMPTIONS IN MAKING UNEMPLOYED GRADUATES EMPLOYABLE
PERFECT EMPLOYEES FROM THE POOL OF THE UNEMPLOYED GRADUATES?
We recommend this JOB PROFILING AND JOB MATCHING project study highly for the unemployed graduates seeking jobs because of this powerful combination.
AN IMMEDIATE CREATION OF JOBS FOR SOME THE UNEMPLOYED GRADUATES TO ADMINISTER THE INSTALLATION OF JOB PROFILING AND JOB MATCHING PROJECT
TO ADVISE THE JOBLESS GRADUATES ON THE JOB POSITIONS THAT MATCH WITH THEIR SOFT-SKILLS AND HARD-SKILLS TO AS TO ENSURE FUTURE LOYALTY TO THE JOB AND THE ORGANIZATION.
TO COACH AND MENTOR THOSE UNEMPLOYED GRADUATES THAT HAVE MISMATCHES IN TERMS OF THEIR SOFT-SKILLS AND THE JOB PATTERNS DESIGNED BY PROSPECTIVE EMPLOYERS.
The JOB PROFILING AND JOB MATCHING PROJECT STUDY inclusive of the assessment test cost at RM350.00 per unemployed graduate that shall be RM17.5 million for the 50,000 unemployed graduates.


“PEOPLE ARE OUR MOST IMPORTANT ASSET”
This statement has become an increasingly popular, and often an empty organizational “mant’ra”. But in today’s transformed workplace, with its nearly complete reversal of the traditional employee-employer relationship, organizations look to human capital as their most valuable and vital competitive advantage by using the available tools of Job Profiles.
We would like to quote the opening paragraph of an article that appeared on March 2, 2003 in New Sunday Times’ Learning Curve column entitled “SKEWED VISIONS” written by Francis Dass that mentioned “There are not many in Malaysia who can still remember the objectives of the grandiose Vision 2020 which is designed to move the country to developed nation status in 17 years time. Neither can many speak with certainty about the intellectual and moral intricacies of Malaysia being driven by a knowledge-based economy (k-economy) and thus its people being transformed into a veritable and formidable knowledge society. Actually nobody can be blamed for forgetting these objectives. These are, after all, what people call intangibles. Malaysians find it easier to talk in terms of quantifiable goals.”
The same goes with the terms “the Human Capital Edge” and “Job Matching” where not many people in Malaysia understand the whole concept. With Job Profiling and Job Matching, the mind-boggling aspect of relating job matching with job analysis patterns can be easily resolved without causing so much frustration to the EMPLOYERS or the line managers and disruption to the smooth running of each organization when they employ fresh graduates.
OBJECTIVES OF JOB PROFILING AND JOB MATCHING PROJECT STUDY FOR THE UNEMPLOYED GRADUATES:
1. TO ESTABLISH THE JOB PATTERN REQUIREMENTS OF THE EMPLOYERS TO MATCH AGAINST THE JOB PROFILES OF THE 50,000 UNEMPLOYED GRADUATES AT AN ESTIMATED COST OF RM17.5 MILLION.
TO ASCERTAIN THE SOFT-SKILLS OF THE UNEMPLOYED GRADUATES IN ORDER TO MATCH THE POSITIONS OFFERED BY THE PROSPECTIVE EMPLOYERS AND FUTURE JOB OPENINGS.
TO SPUR THE GROWTH OF MALAYSIAN K-ECONOMY BY OPTIMIZING THE UNDERUTILIZED RESOURCES COMPRISING THE UNEMPLOYED GRADUATES.
TO ASSIST THE RELEVANT AUTHORITIES IN CHARTING OUT THE NEXT STRATEGY BY FOCUSING ON THE CRITICAL SKILL SETS OR COMPETENCIES REQUIRED BY THE NATION'S SO AS TO ENABLE THE IPTA, IPTS AND OTHER LEARNING INSTITUTES TO CONCENTRATE ON THE CORE SYLLABUS IN TANDEM WITH THE FUTURE JOBS OR PATTERNS AND SOFT SKILLS REQUIREMENTS OF THE INDUSTRIES AND THE PUBLIC SECTOR.
TO CREATE JOB OPPORTUNITIES AMONG THE UNEMPLOYED GRADUATES.
TO ESTABLISH A MORE STRUCTURED FORMAT FOR ACCURATELY COLLATING THE DATA OF UNEMPLOYMENT RATE AMONG THE MALAYSIAN PEOPLE DUE TO THE ECONOMIC DOWNTURN.
TO CREATE THE CULTURE OF EXCELLENCE called by the DPM AMONG THE UNEMPLOYED GRADUATES BY ESTABLISHING THE ACTUAL SOFT-SKILLS OF THESE CANDIDATES AND HARNESS ON THEIR STRENGTHS BASED ON THEIR OCCUPATIONAL INTERESTS (IN WHATEVER AREAS OR DISCIPLINES).
TO PROMOTE THE CULTURE OF FAIR ASSESMENT BY THE EMPLOYERS as called by DPM WHEN SELECTING AND HIRIING THE UNEMPLOYED GRADUATES.
TO ESTABLISH THE NOPIM (NATIONAL OCCUPATIONAL PROFILING INDEX FOR MALAYSIA) AS THE NATIONAL PROFILING STANDARDS FOR JOB PATTERNS.
TO MEET THE ASPIRATIONS OF VISION 2020.
INTRODUCTION

THE issue of unemployment among local university graduates has caught the attention of the nation, making newspaper headlines.
Economically, this is not a trivial issue when we consider the amount of public money poured into local universities, the man-years spent by our unemployed graduates in studying for a degree, and the frustration of employers in recruiting graduates to keep industry running.
The ultimate cost will be the loss of economic competitiveness at a time when it is has become so crucial for our country to be globally competitive.
In this proposed project paper, we will address the issue by putting it within the context of the new knowledge-based economy (or K-Economy), examine some of the alternatives, and put forward a solution that could make unemployable graduates employable.

K-Economy realities
The new economy is characterized by rapid changes in technology, which in turn change the way business is run.
This change is not a temporary shift that can be overcome with some quick fix; it requires a transformation of the whole business structure and the employment of a new breed of workers called “knowledge-workers.”
There will be a loss of traditional jobs, and a situation will arise where large amount of vacancies go unfilled amidst ever-growing queues of unemployed.
This will not be a situation unique to Malaysia, but will occur in most of the developed and developing nations of the world. Unfilled vacancies will drive local and foreign-owned businesses to other countries that have the “right” workforce.
There will also arise a “brain gain-loss” situation among countries that recognize the importance of knowledge workers.
Countries will compete with each other for “brains.” Many countries have now introduced “knowledge-friendly” immigration laws that entice knowledge workers to their countries, offering opportunities to expand their knowledge, coupled with a high standing in the quality of life global index.
In the news and the continuous debate on UNEMPLOYED GRADUATES
The graduate issue has made front-page news. Appearing on the front page of The Star recently was an article entitled Flawed system – Employers: Graduates can’t find jobs to match their qualification.
It read: “Flaws in the education system are preventing local graduates from getting jobs which match their qualifications, churning out private sector employees who are oblivious to the requirements of market forces. Findings by the Malaysian Employers Federation show that graduates found it hard to land the right jobs because they did not know what to expect in the job market. MEF executive director Shamsuddin Bardan said most institutions paid little attention to what the market required.”
It was also reported in the local paper,
THERE ARE ALSO CONFLICTING STATEMENTS FROM THE RELEVANT MINISTRIES……….
“Human Resource Minister Datuk Dr Fong Chan Onn has urged local universities to review their curricula to produce graduates who are more marketable and do not require “retraining” by the Government.
Millions of ringgit was spent last year to retrain 10,000 fresh graduates who faced difficulties in finding jobs, and this year the Government has allocated another RM100mil to help some 15,000 unemployed graduates.
The minister said that employers indicated that there were three major problems among local graduates – no language proficiency, a lack of knowledge in information and communication technology (ICT), and failure to fit in as team players.
These missing traits can be seen when the employers match the skills that a fresh graduate offers against the definition of a knowledge worker and manager below.
The Education Ministry's parliamentary secretary Datuk Mahadzir Khir said “There is no sense in 'retraining' graduates. We want employers to come forward with their feedback on what they expect of fresh graduates.”
The Education Ministry and National Accreditation Board (LAN) also want employers to provide feedback on how graduates could be made more marketable so they would not have to be retrained by the Government.
Academia-industry collaboration will be an important factor in ensuring that academics understand the requirements of the industry.”
The K-Economy context and the Unemployed Graduates
The Findings by the Malaysian Employers Federation indicated that graduates found it hard to land the right jobs because they did not know what to expect in the job market. It’s a chicken and egg situation. Students who have not worked before are at a loss about what industry really wants. There are waves of preferred professions among students. In the 70s and 80s, professions like engineering, accountancy, and private secretaries were the vogue, while the 90s were dominated with business and information technology studies.
Students mindful of industry needs face disappointment when their first choice of degree is turned down, and they are offered some other, less relevant course. Their choice of courses is also dictated in some way by the “perceived demand” by academics that run the universities. The dependence on academics becomes fragile as we find academia “disconnected” from industry.
A university that is relevant to nation-building can be measured by its ratio of “connected academics” to “disconnected academics.” Connected academics are those who teach students from the experience they have gained from industry through their consultancy and other industrial activities. The curriculum they draft is based on the needs of industry.
Disconnected academics, also commonly referred to as “ivory tower residents,” produce “white elephant” curricula – nice to look at, but with no direct industry applications. After undergoing three to four years of studies that are not industry-focused, it is difficult to fault the students for taking a long time to be productive in their jobs, as they have to relearn and try to convert their theory into getting a practical job done.
Rote learning and an emphasis on examinations instead of practical skills have also made it difficult for local university graduates to satisfy employers. Graduates lose out to applicants who have the skill to get the work done, rather than just the theory that may get the work done. In the fast changing world of technology, it is important for graduates to realize that there is a very high possibility that they may end up in areas that they are not trained for. Graduates must learn to be multi-skilled to improve their employment prospects.
This quotation from Alvin Toffler may help universities to understand the underlying success factor for the graduates they produce. He said, “The illiterate of the 21st Century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.”
We have been reminded constantly that knowledge workers will replace traditional office workers. As companies reduce their workforce the employees that are retained usually possess the characteristics of a knowledge worker.
The word “knowledge worker” itself has largely been misunderstood or ignored by the Malaysian working public. This is dangerous, as we may develop our career into areas that are not relevant to the employment market. There are many questions that need to be answered. Is a graduate a knowledge worker? Why is knowledge an important resource for businesses? Why the fuss now? How are certain jobs threatened by this revolution?
How ready are the unemployed graduates to work in a knowledge-driven environment?
THE knowledge-based economy is a new business environment that is driven by rapidly changing technology and rampant globalization.
Over 50% of the recommendations in the K-Economy Master Plan focused on human resource development. The competitive edge that one country, company, or individual has over another is simply their new workforce – knowledge workers.
THE NEW MALAYSIAN WORKFORCE
Graduates are not automatically knowledge-workers. Nor does being a knowledge worker means those unemployed graduates must hold a degree.
What differentiates one graduate from another during a job interview are their competencies THAT CAN MATCH THE JOB PATTERN REQUIREMENTS as a TOTAL PERSON.
The Unemployed Graduates competitive edge
Graduates should seek to garner competencies so that they have a competitive edge over others in the job interview.
Employers are keener to employ graduates who have competencies that match with the job requirements, so that they can contribute on the very first day of work.
Competency is the “Boleh” advantage of knowledge-workers.
Unemployed graduates acquiring the competency “Boleh” factor will make the nation resound once again, “Malaysia Boleh!”
JOB PROFILING – JOB MATCHING: A POWERFUL TOOL
Imagine within just a few minutes of interaction being able to accurately predict how someone is likely to:
 Communicate (Behavioral Trait)
 Perform on the job (Occupational Interest)
 Make decisions (Thinking Style)
These are three of the most valuable pieces of information most people would like to learn about others in almost any professional environment. Assessing this kind of valuable information about someone is called profiling. Profiling is the ability to assess a comprehensive amount of information about a person’s personality.

The term profiling is used in various professions to identify many kinds of information. In law enforcement, a criminal profile might identify how and when a felon is likely to commit his next crime. In newspapers and magazines, reporters do background profiles as a part of feature stories in which they detail a person’s past history.
WHY ASSESS THE 50,000 UNEMPLOYED GRADUATES USING THE JOB PROFILING AND JOB MATCHING APPROACH?
Our assessment tools predict the "Job Fit" between an applicant and various positions. Job Fit can be thought of as the ability created by one's behavior to do a job. An applicant may have the skills needed to do a job (an accounting applicant may have a degree in accounting) and an interest in the job (she enjoys working with accounting principles). However, the applicant's workplace behavior or personality may have poor Job Fit (if she has the personality of a salesperson). The diagram below shows how Job Fit is an essential piece of the employment puzzle.

Job Fit is determined differently than Skills Fit or Company Fit. Skills Fit is assessed by reviewing the resume and application or speaking with references. Company Fit is evaluated by an interview or an interests/motives assessment. By comparison, Job Fit is largely overlooked. The best way to measure Job Fit is with a standard job profiling assessment.
Job Profiling and Job Match Patterns Make the Difference
Job Match Patterns are effective because they compare the qualities of unemployed graduates job candidates to the attributes of unemployed graduates most productive employees. The patterns tell unemployed graduates whether candidates are like or different from unemployed graduates top performers. A study published in the Harvard Business Review concluded that Job Match more accurately predicts job success than any of the commonly accepted factors, such as education, experience, or job training. Matching people so they fit the work they do builds productivity and job-satisfaction and diminish negative factors such as stress, tension, conflict, miscommunication, and costly employee turnover.
Our Approach to Job Profiling and Job Matching Processes
Most employers, without much difficulty, can explain the outcome they would like to see from every employee.
A bit more difficult to define is knowing what Key Performance Indicators an employee must exhibit to achieve that outcome in any given job. The highest level of difficulty, however, begins and ends with an employer’s ability to predict the performance indicators of a job candidate at that stage of the selection process. This also holds true for promotions and team building. Consequently, most companies continue to struggle trying to improve the combined output of their human capital. Departmental productivity is, for the most part, composed of those who do well, those who do OK, and those whose performance is less than OK.
With today’s technological advances, why has their been such little change? Here’s the reason, and the solution.
The majority of selection processes used by most companies are fairly standard. They differ mostly in degrees of sophistication at certain steps in the process, like behavioral interviewing, and the competence of the interviewer.
Until now, there has not been a product or service of note that can significantly impact the selection of employees by matching the KPI of success with a high degree of certainty. Assessments, Testing and Interviewing - Guess or Know
The Problem with the way it's always been done in INTERVIEW PROCESS
Face to Face Interviewing - There are intrinsic problems that are inescapable to even professional interviewers. "Businesses spend an enormous about of time, energy, and money in a never ending effort to train, coach, or motivate marginal employees to a level of merely adequate performance." Why do we hire whom we hire?
Halo Effect - When an interviewer sees part of themselves in a candidate. Like school attended, majors, etc., a mediocre applicant transforms into a glowing candidate
Unconscious bias- is the opposite of the halo effect. This is when the applicant is unlike the interviewer and the effect can be to see the candidate in a negative light.
The "Great At Interview" Candidates- These dynamic, enthusiastic, personable candidates are much like someone who can talk knowledgeably about baseball, look good in a uniform but can hit or throw a 98 mph fastball.
The "Bad at Interview" Candidates- This is when the candidate's appearance is lackluster and undistinguished--much like a great restaurant with no sign--delicious food, great service, but no one goes there.

Understanding the Role of Assessments in the Hiring Process
"If EMPLOYERS or management can acquire better information on people, they will inevitably make better hiring decisions." Job Fit is the Key!
· Cognitive ability is the oldest job success indicator. When abilities are more defined, they
· can better be applied to exact job requirements. This is what we do!
Occupational Interests are the second element to Job Fit. If the interests are not a good match, the personal will not do the job very long, and will not bring their full attentions to it.
Dynamics of an Individual's Behavior are the third element to Job Fit. For someone to perform at a high level, they must have the personality match to achieve Job Fit.
For an interviewer to discover true Job Match for an applicant, three elements must be considered: Cognitive Abilities, Occupational Interest, and Behavior Traits.

JOB PROFILING – JOB MATCHING PROCESS ENSURES NEW HIRES ARE READY TO PERFORM BY “HITTING THE GROUND RUNNING”

Job Profiling is one method an organization uses to ensure that it hires individuals ready to perform their job.

The first step is creating Job Profiles or patterns for the different positions within a function. Unlike job descriptions, Job Profiles define four levels of proficiency based on 10 to 15 job elements. The profile acts as a leveling device to differentiate and define skills and experience for each position and grade level within a job function.


Once Job Profiles are defined, applicants can be sourced and screened based on the skills and experience required in a position. In addition to creating profiles and recruiting based on Job Profiles, the staffing department of each organization has to design behavioral interviewing questions that assess the skill sets for each profile. These tools make hiring much easier for staffing managers and recruiters alike.

Critical to the success of this effort is the quality of information provided by the EMPLOYERS or the hiring managers within each function. Hiring managers are responsible for providing job characteristics and responsibilities for the different roles incorporated within the Job Profiles. Accuracy of the Job Profile directly impacts how effective sourcers and recruiters can be in finding appropriate candidates for interviews.

As such, the credibility of each job position advertised would be rationalized by our job consultants to determine exactly what are the job patterns required by the prospective employers. In other words, the created job models or benchmarks will be owned by the employers’ best performers to be matched against the job patterns drawn from the unemployed graduates who have done the assessment tests.

By identifying the strengths and weaknesses of unemployed graduates individually, relative to job match pattern requirements, the e-Profiles help the potential employers determine the suitability of the individual graduate for the relevant position. Thus, insuring increased accuracy in terms of “the right candidate for the right job”, enhanced productivity, better success and maximized profits for the business organizations and public enterprises.
THE RIGHT CANDIDATE FOR THE RIGHT JOB
Both experienced and novice users of assessment tools will gain valuable insight into what will and will not work for each organization. Whether we tailor a norm or use our current validated information to help each organization in hiring and selecting personnel; the organization will be amazed at the “lightning speed” of the results or reports of the assessment of the individual candidates. Forget about hammering the "Square Peg in a Round Hole" or finding a perfect fit when hiring. Hiring and selection process is a complex and difficult task that begins with the company and the position, entwines the manager or interviewer and evolves around the unemployed graduate's experience, educational discipline, goals, attitude, mental skills and personality as it relates to the position. Since there is no such thing as a perfect person, we prefer to see the company, position and manager (the supervisor) as the circle in which a three dimensional triangle that the applicant or incumbent must be placed in the center for the best possible job fit.
WHAT ARE THE UNEMPLOYED ARTS GRADUATES GOING TO DO WITH THEIR DEGREES?
Arts graduates often feel they do not have anything to offer an employer. They feel unqualified, in part because they see their peers in nursing or engineering have no trouble identifying organizations that are in their field, or positions for which they can apply. As a result arts graduates often feel they do not have employable skills. However, arts graduates possess a great many of the skills most in demand by employers. Research has identified reasoning, communication, and interpersonal skills, as the top qualities employers are most looking for in new employees. Furthermore, the ability to take a great deal of information, synthesize it, and make reasoned, independent decisions is a skill increasingly in demand. These skills match very closely with what all liberal arts degrees provide to their recipients.
JOB PROFILING – JOB MATCHING OFFER A SOLUTION TO ARREST THE PROBLEMS OF UNEMPLOYED GRADUATES
Historically, employers depend upon résumés, references and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees among the unemployed graduates.
When training and developing new employees from the pool of the unemployed graduates, a "one size fits all" approach has failed to provide the desired results. When selecting people for promotion, otherwise excellent employees have too often been miscast into roles they could not perform satisfactorily. Clearly, an essential ingredient for making "people decisions" has been missing from the formula. In other words, employers continue to practice the hiring and selection approach with the futile efforts of "teaching a dolphin to climb a tree and coaching a squirrel how to swim in the sea."
WORKFLOW OF PROJECT STUDY IMPLEMENTATION

The use of profile assessments for the unemployed graduates is essential to employers who
want to put the right people into available jobs;
provide employees with effective training and development;
help their staffing managers (supervisors) to become more effective in hiring and selection; and
hire, train and develop people into positions where they will succeed.
JOB PROFILING AND JOB MATCHING DO HELP EMPLOYERS SIGNIFICANTLY IN MAKING THE UNEMPLOYED GRADUATES EMPLOYABLE
Assessing behavioral traits among the unemployed graduates improved the hiring success rate to 38%. When both thinking abilities and behavioral traits are assessed, the right people or candidates are hired 54% of the time. When an assessment of occupational interests is added, successful results improve to 66%. The most impressive results are achieved, however, when an integrated assessment is used - one that measures behavioral traits, thinking, occupational interests, plus "Job Match."
These integrated assessments employ cutting-edge technology and empirical data to assess the qualities of "The Total Person." In doing so, the individual qualities of the unemployed graduates are compared to the qualities of the existing employees in each organization who performing their duties in a superior manner. These 21st Century assessments successfully identify potentially talented and excellent employees better than 75% of the time.
In the book entitled THE HUMAN CAPITAL EDGE by Bruce N.Pfau and Ira T.Kay, the authors wrote “JOB PROFILING PROCESS ENSURES NEW HIRES ARE READY TO PERFORM THEIR JOB. THE FIRST STEP IS TO CREATE THE JOB PROFILES FOR THE DIFFERENT POSITIONS WITHIN A FUNCTION. ONCE JOB PROFILES ARE DEFINED, APPLICANTS CAN BE SOURCED AND SCREENED BASED IN THE SKILLS AND EXPERIENCE REQUIRED IN A POSITION. IN ADDITION TO CREATING PROFILES AND RECRUITING BASED ON JOB PROFILES, THE STAFFING DEPARTMENT CAN DESIGNED BEHAVIOURAL INTERVIEWING QUESTIONS THAT ASSESS THE SKILL SETS OF EACH PROFILE. THESE PROFILING TOOLS MAKE HIRING MUCH EASIER FOR MANAGERS AND RECRUITERS ALIKE.”
JOB PROFILING AND JOB MATCHING OUTRANKS ALL OTHER FACTORS OR ASSUMPTIONS IN MAKING UNEMPLOYED GRADUATES EMPLOYABLE
A well-documented study, published in Harvard Business Review concludes that "Job Match" is by far the most reliable predictor of effectiveness on the job. The study considered many factors including the age, sex, race, education and experience of approximately 300,000 subjects. It evaluated their job performance and found no significant statistical differences, except in the area of "Job Match."
The conclusion: "It's not experience that counts or college degrees or other accepted factors; success hinges on a fit with the job."
The only reliable method for evaluating "Job Match" is with a properly designed assessment instrument, capable of measuring the essential job-related characteristics particular to each specific job. Profiles International has assessments designed for this purpose.

PERFECT EMPLOYEE FROM THE POOL OF THE UNEMPLOYED GRADUATES? NO. BETTER THAN AVERAGE? YES
"The Good (when we can find them) have great attitudes, are timely, follow orders and are productive."
"The Fair performer seems to either have a bad attitude, tends to be late or are too slow when it comes to producing their work. They usually only have one of these poor traits and we continually deal with them, because we have been told, no one is perfect."
"The Terrible employee, on the other hand; lies, steals or has two or more bad tendencies, such as a poor attendance record, low productivity or a bad attitude."

Add to any of these categories above, such as family, fraud, drug or abuse problems that are obvious to other employees and something must be done immediately.
As a pre-employment hiring tool for the unemployed graduates, it can do a good job of predicting and confirming behavior in potential applicants because it covers both cognitive ability and personality style. We recommend this test highly for the unemployed graduates seeking jobs because of this powerful combination. Another important feature of this profiling tool is the ability to benchmark top performers in a specific job function. All current employees take the test to establish the benchmark of performance. Applicants for promotion or candidates for succession planning and talent management are then compared to the top performers or models in the current employee group. Candidates who have been interviewed and seem strong, but fall out of the top range, are then examined in more depth before an offer is extended. Sometimes marginal candidates are also pulled back in because they do surprisingly well on the test.
AN IMMEDIATE CREATION OF JOBS FOR SOME THE UNEMPLOYED GRADUATES TO ADMINISTER THE INSTALLATION OF JOB PROFILING AND JOB MATCHING PROJECT
Once this study is awarded to us, immediately we are able to create employment among the 50,000 graduates for the following self-created positions:
1. JOB ADMINISTRATORS (At least 50 positions)
1. TO PREPARE THE JOB PATTERNS WITH THE PROSPECTIVE EMPLOYERS BASED ON THE ADVERTISED JOBS OR POSITIONS.
2. TO COORDINATE AND ADMINISTRATE THE ASSESSMENT TESTS FOR THE CANDIDATES AT ALL CENTRES CREATED AT THE DISTRICT, STATE AND NATIONAL LEVELS.
3. TO COLLATE AND ANALYSE THE ASSESSMENT REPORTS BEFORE THEY ARE GIVEN TO:
1. THE CANDIDATES
2. THE PROSPECTIVE EMPLOYERS
2. JOB PATTERN CONSULTANTS/JOB RECRUITERS (At least 50 positions)
1. TO ANALYSE ALL THE JOB VACANCIES AND POSITIONS AVAILABLE AS ADVERTISED IN THE MEDIA AND eRECRUTIMENT SOURCES FOR THE PRIVATE AND PUBLIC SECTORS.
2. TO COORDINATE THE DESIGN OF THE JOB PATTERNS OF THE POSITIONS AVAILABLE IN ORGANIZATIONS DIRECT WITH THE STAFFING PERSONNEL.
3. TO OBJECTIVELY DETERMINE THE JOB PATTERNS OF THE POSITIONS ADVERTISED BY THE COMPANIES OR PUBLIC SECTOR.
3. JOB COUNSELLORS (At least 20 positions)
1. TO COUNSEL THE JOBLESS GRADUATES AFTER THE COMPLETE REPORT OF THEIR PROFILES ARE AVAILABLE.
2. TO ADVISE THE JOBLESS GRADUATES ON THE JOB POSITIONS THAT MATCH WITH THEIR SOFT-SKILLS AND HARD-SKILLS TO AS TO ENSURE FUTURE LOYALTY TO THE JOB AND THE ORGANIZATION.
3. TO COACH AND MENTOR THOSE UNEMPLOYED GRADUATES THAT HAVE MISMATCHES IN TERMS OF THEIR SOFT-SKILLS AND THE JOB PATTERNS.


THE “BIG PICTURE” OF PROJECT STUDY ACTIVITIES



TOTAL ESTIMATED PROJECT COST:

The assessment test cost at RM350.00 per unemployed graduate that shall be RM17.5 million for the 50,000 unemployed graduates which is actually very much lower than the costs of reskilling them under the PSMB Program that has incurred about RM300 million for 30,000 unemployed graduates @ RM10,000.00 per unemployed graduate.


CONCLUSION
We are excited about the direction we are taking and look forward to do a full and detailed presentation for the purpose of convincing our SPONSOR that we have the solution to arrest the problem of 50,000 unemployed graduates nationwide. With the technology, resources, available infrastructure and internal/external expertise that we have, we are very confident that we are able to undertake this massive but noble national project of preparing the job profiling of all existing and future unemployed graduates as well as to get feedback from employers on the types of positions and candidates they needed for eventual placements based on job matched patterns.