Employability Skills are increasingly recognized as the key to a secure start in the world of work.
Qualifications get you to interview. Employability skills get you hired, keep you hired, and get you promoted.
JobFit is an ideal way to show your students what employability skills are, why they matter, and how they can develop them.
JobFit measures the essential behavioural competencies for success in the workplace. It tells players where their strong and weak areas lie. This self-insight is then combined with an Action Plan which is tailored to the local resources at their school, college or university. This enables them to take specific, personalised action towards workplace success.
JobFit is a powerful, modern solution to the demands of Gatsby Benchmarks 3 and 8.
Benchmark 3: Addressing the needs of each pupil. JobFit measures each student’s working behavioural competencies through a work simulation game. It provides a Virtual Job Report that is unique to that student and reflects their own behavioural profile.
Every student also receives a Development Guide that gives personally tailored advice, and suggestions customised to their own school, college or university.
Benchmark 8: Personal Guidance. JobFit gives students an Action Plan template which builds on the self-insight achieved in the Virtual Job Report and the advice provided in the Development Guide. The Action Plan helps them choose specific, actionable steps which are relevant to their chosen goals and their development needs.
The JobFit Action Plan then forms an ideal preparation to help them get the most from discussions with careers advisors, mentors, or role models.
JobFit is the result of a collaboration between leading UK games developer Legendary Games, psychometric test development authority Dr Michael Burnett C. Psychol, AFBPsS, and technology commercialisation experts Ipsemet Ltd.
JobFit combines two strong traditions in psychometrics and
the use of applied psychology to measure work-related competencies.
Like many existing and traditional measures including Myers-Briggs and the Occupational Personality Questionnaire, JobFit includes measures based on the Five Factor Model of Personality. Specifically JobFit concentrates on work-related areas stemming from superordinate traits like Agreeableness, Extraversion, Conscientiousness and Emotional Stability.
Unlike many personality-based measures, JobFit works by sampling behaviours in real-time in response to virtual work-based situations not by answers to questionnaires.
So JobFit is more like a virtual assessment centre where behaviour is measured dynamically and as part of a behavioural flow, unlike in situational judgement tests or questionnaires, where behaviour tends to be measured in parts and often as a multiple choice. JobFit is therefore unique in the way it builds on fundamental concepts in personality, measured dynamically in a simulation of work.
JobFit develops its online psychometric games in partnership with t-PHI. t-PHI is a supplier of psychological and psychometric expertise for the design and testing of employee development, selection, recruitment and appraisal products.
The psychometric development and statistical validity testing was led by Dr. Michael Burnett, (HCPC) Registered Occupational Psychologist, Chartered Psychologist & Associate Fellow of the British Psychological Society (BPS), Registered EuroPsy Psychologist. Michael holds a BA in Psychology and a PhD. from the University of Surrey where he researched new methods of assessing people at work using simulations. You can find out more here: http://t-phi.co.uk
JobFit is based on measuring what you actually do, not what you say or even what you think you would do in a situation. The JobFit game simulates a working environment and tracks the choices you make as the pressure builds through the game.
The game highlights characteristics and abilities beyond those obtained from traditional personality questionnaires. These are revealed by the way in which the game is played. Data from each player’s actions, reactions, and decisions are analysed to produce the results.
The Big Five. JobFit is grounded in the well-established Revised NEO Personality Inventory which assesses a person’s Big Five or ‘OCEAN’ personality traits (Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism). The skills that JobFit measures are grounded in these competencies.
The JobFit game has been tested on players of all ages, 16 and upwards, to confirm its statistical validity. JobFit has been shown to have Construct Validity (it measures what we think it measures), Reliability (assessments of a person are consistent over time), and not to have Adverse Impact (it does not disadvantage anyone).
Construct validity. Psychometric experts use the term ‘construct validity’ to mean that a test actually measures what it is supposed to measure. That is, a test aiming to measure, for example, the skill ‘Relating to others’ is genuinely measuring that skill, and not a factor that may coincide with it such as age, gender or ethnicity. To confirm Construct Validity we asked test subjects to complete psychometric questionnaires of known validity and then the JobFit game, and then compared the results.
Reliability. In psychometrics, ‘Reliability’ means that a test will describe the same person the same way at different points in time. To confirm reliability, test subjects were asked to play the JobFit game, and then play it again at least two weeks later. The first and second test result sets were then compared to ensure that the game delivers consistent results.
Adverse Impact. ‘Adverse Impact’ occurs when a sub-group of the population receives disproportionately negative evaluation from an assessment method, compared to the population as a whole. We trialled the game with people of different age, gender and ethnicity to confirm that it did not disadvantage members of any group within the population.
Open a JobFit account for your school, college or university.
We set up a unique JobFit game link for your students
Students play the JobFit game when and where they choose
Use the student’s Virtual Job Report to guide their development and career choices.