The McQuaig Job Survey® helps you and your associates define and benchmark the behavioural requirements for any position.

It also provides a list of targeted interviewing and reference-checking questions to elicit relevant examples from the candidate's past experience. The Job Survey is an on-line tool that helps managers clearly and quickly define the behavioural requirements for any job at any level.

Questions in Job Survey?

Why do I need it?

Simply to establish which candidates match both the technical & behavioral requirements for the job.

The McQuaig Job Survey® is used for building consensus on a job to create the job benchmark. Once the job benchmark has been created it can be used for assessing applicants to identify their behavioral fit for the job based on the following classification:

- Strong Match
- Potential Match
- Does Not Match

This provides the HR Manager the guideline on which candidates match both the technical requirements & behavioral requirements for the job.

How do I use it?

Taking a survey for the first time can be a challenging experience therefore we have taken screen shots of what you will see and how you will successfully complete the entire Survey.

You and your associates can use The Job Survey® to:

  • Reach consensus quickly on the behavioural demands of the job
  • Accurately describe the temperament of the "right" person.
  • Create a management benchmark for the job
  • Compare a candidate's behavioural profile, as generated by our psychological test, The Word Survey, to this benchmark.
  • Get a list of targeted, job-specific behaviour-based interviewing questions to elicit relevant examples from the candidate’s past experience.
  • Successful hires: Our research shows that companies can greatly improve the likelihood of a successful hire by matching the behavioural requirements of the job to those a candidate possesses. Employment testing has been shown to greatly improve your ability to predict job fit.
  • A template for selecting top performers: Combine input from successful incumbents and you can pinpoint the behavioural factors that separate your top performers from the rest. Creating validated benchmarks enhances the validity of pre-employment tests.

What are the benefits?

The McQuaig Job Survey report will give you critical insight into:

  • Strengths the candidate should possess
  • Management considerations that come with those strengths
  • The degree of consensus you have amongst your hiring team
  • Focused behavioural interview questions to ask any candidate
  • Reference Checking questions

Who completes The Job Survey?

There are three methods of creating the Job Survey®:

  • Individual Method - the direct supervisor(s) of the position
  • Stake Holder Method - the incumbent who's in the same position or decision makers for the position would complete the JS
  • Top Performer Benchmark - Take top performer in that position or department and let them complete the JS

It is also strongly recommended that the human resource professional(s) responsible for staffing the position also complete the Job Survey.

The McQuaig Job Survey® produces 6 reports:

1. The Profile

A picture of the specific temperament/ behaviour pattern for this role

2. Interpretation report

Provides an overview of expectations for high performance in this job. This report will highlight specific behavioural factors, potential considerations for managers and includes CV screening tips.

3. Leadership Profile

Provides and overall summary of the leadership requirements for this position followed by a breakdown of how candidates should approach motivating and team building. It will also highlight how candidates should approach problem solving, decision-making, leading change and finally a description of the developmental considerations that would be associated with these behaviours.

4. Selling Style Report

Provides a summary of the behavioural requirements for this sales position followed by a breakdown of how candidates should approach prospecting, presenting and closing.

5. Interviewing Questions (Management)

Behaviour based questions that specifically relate to the role. These are designed to elicit responses that will help the candidate describe how s/he has behaved in similar situations in the past.

6. Reference Checking Questions (Management)

Behaviour based questions that specifically relate to the role. These are designed to elicit responses from a reference giver. This will help illustrate how the candidate has behaved in similar situations in the past.