Profiles International

ProfileXT

5 / 5 2 reviews

Who Uses This Software?

HR Directors, HR Managers, C-Suite


Average Ratings

2 Reviews
  • 5 / 5
    Overall
  • 5 / 5
    Ease of Use
  • 5 / 5
    Customer Service

Product Details

  • Deployment
    Cloud, SaaS, Web
  • Training
    Documentation
    Webinars
    Live Online
    In Person
  • Support
    Business Hours

Vendor Details

  • Profiles International
  • www.profilesinternational.com

About ProfileXT

The ProfileXT is an assessment tool for pre-employment screening and job applicant selection. It helps you choose the best candidates to fill your job openings. Our flagship solution helps you identify if a person CAN do a job, if they WILL do a job, and if they WILL BE HAPPY doing so.


ProfileXT Features

  • Applicant Tracking
  • Attendance Management
  • Benefits Management
  • Career Development Planning
  • Compensation Management
  • Compliance Management
  • Employee Database
  • Employee Lifecycle Management
  • Onboarding
  • Payroll Management
  • Performance Appraisal
  • Recruiting Management
  • Self Service Portal
  • Succession Planning
  • Time Off Management
  • Timesheets
  • Training Management
  • Career Development Planning
  • Compensation Management
  • Competency Management
  • Employee Lifecycle Management
  • Goal Setting / Tracking
  • Job Description Management
  • Onboarding
  • Performance Appraisal
  • Recruiting Management
  • Succession Planning
  • Training Management

ProfileXT Reviews

ProfileXT helps hiring managers avoid hiring the wrong people.

Oct 18, 2016
5/5
Overall
5 / 5
Ease of Use
5 / 5
Features & Functionality
5 / 5
Customer Support
5 / 5
Value for Money
Likelihood to Recommend: 10.0/10 Not
Likely
Extremely
Likely

Pros: Web based and results are emailed immediately to the hiring managers.

Cons: Takes subjects about 60 miniutes to complete the assessment.

Overall: I have been showing employers how to use the ProfileXT since it was released.

Do not confuse the ProfileXT with non-Normative assessments, i.e., Ipsative, such as the Myers-Briggs

Recommendations to other buyers: Be thoughtful when constructing the Performance Model for each position.The HR Manager for a software development company hired for talent for over two years and then stopped for two years because the two owners thought they could do a better job of selecting good Technical Support Analysts (TSA) than Sonja, their HR Manager. TSAs go to the customers' workplace and identify the programming errors and then reprogram the software. The owners felt too restricted by the talent selection process. After two years of doing it themselves they went to Sonja's office and told her "We suck at this, start using the your talent method again, you are much more successful at hiring good TSAs than we are." The owners could not duplicate her success rate, not bad for a HR Manager. Sonja took a risk when she first tried the talent selection process. The goal should be to hire competent people, not necessarily the most competent, who will become successful employees. Note, when Sonja first developed the TSA Performance Model the results did not make sense. After we discussed the job functions of a TSA she realized that TSAs did two different jobs; Job 1. The programming work (Technical TSAs) Job 2. Account Management (Account TSAs) She then developed two TSA Performance Models, 1. Technical TSAs and 2. Account TSAs. Sonja was quite surprised to see that none of the top Technical TSAs were among the top Account TSAs, job redesign and job reassignments followed.

Simple & Effective

Jun 01, 2015
5/5
Overall
5 / 5
Ease of Use
5 / 5
Customer Support

Comments: Simple layout, easy to understand, easy to use and truly effective. Highly recommended.