Analysis and Overview of the ProfileXT Assessment

Analysis and Overview of Profiles International's
ProfileXT Assessment

by

David W. Pearson, Ph.D.

The main parameters for conducting relevant research for use by employers has been carefully and completely set forth in both the ProfileXT - Executive Summary and the associated Technical Manual.  These have been presented by virtue of explaining in some detail those elements considered necessary for the research.  This research includes job analyses and the necessary statistical approaches used to analyze data.  Also shown are explanations of the normal curve, a construct validity approach, reliability and last but not least whether adverse effects were present in the data.

 At the beginning of the considerable research framework in justifying the use of the ProfileXT, an explanation of a normal curve as it relates to the ramifications of human behavior and as to the limits and variations of behavior, i.e., the paradigm of a bilaterally symmetrical curve in all its inflectional form which generally reflects the normal distribution of most human traits, was thoroughly, clearly and accurately discussed in such minute detail as to provide the uninitiated reader with an unequivocal understanding.  This could also be said of nearly all of the ProfileXT technical documents.

 The clarity and use of the term "Job Match Pattern" in the aforementioned ProfileXT technical documents was also clearly set forth.  This "Job Match Pattern" is an approach to presenting an effective benchmark for selection.  A common description used in advising a client or potential client on how to use a test such as the ProfileXT in determining which factors are significant or important is often identified as a comparative analysis of top versus low performers within the same homogeneous job groupings.

The three sections described as behavioral traits, occupational interests and thinking style for which studies or research endeavors for establishing "Job Match Patterns" or "success profiles" are ingenious and definitely creative.  This was accomplished without sacrificing acceptable research standards set forth by the Federal Government's guidelines entitled Uniform Guidelines on Employee Selection Procedures referenced as 29 CFR 1607.

It is also important to note that in order for "Job Match Patterns" to be meaningful, they must comport with or be significantly correlated with the particular job requirements under investigation.  Profiles International's research team - again, accomplished this using creative and careful research tactics.

For example, it was noted that a job analysis should be undertaken using job-related behaviors to determine the performance designed for a position.  Such an analysis is described as a study of work that is performed to determine what is to be done on a job, the procedures followed in doing it, and the knowledge, skill and employee behaviors necessary to carry out these tasks.  Once the individuals who have demonstrated the desired job performance have been identified, a "Job Match Pattern" is developed around their characteristics.

However, when this is not possible or feasible, a comprehensive library of behavioral patterns established by Profiles International over many years may be substituted as a place to begin.

The validity studies conducted were quite thorough and well designed.  Construct validity was the primary approach in establishing congruence with other well-developed personality tests such as the California Psychological Inventory, the Guilford-Zimmerman Temperament Survey, the Gordon Personal Profile Inventory and especially the Pearson Attitudinal Index, which was used in a research project involving several hundred senior business school students from Texas Christian University.  The students were comprised of most ethnic groups, such as Hispanics, African Americans, Asians and both genders, i.e., equal samples of male and female participants.  This particular study, among others, was typical of the need to use homogeneous job groupings.  The results were quite significant with respect to a correlation between the ProfileXT and the PAI.

All in all, the Technical Manual and Executive Summary of the ProfileXT have been carefully, rigorously and competently - if not brilliantly - written so as to cover all aspects required of a research document.  It is written in clear, concise, understandable language; and, of course, well within the established guidelines of most professional authors on testing and statistics as well as in compliance with the rigorous federal employment and testing guidelines referenced above as 29 CFR 1607.

Prospective clients should have no difficulty understanding the meaning or message of these technical documents for the ProfileXT.  There certainly should be no reservations regarding its suitability in hiring, transferring or promoting the candidate who is the "best fit."