Work Preferences Profile | Revelian Platform
The Revelian Work Preferences Profile (RWPP) helps you to identify candidates that have a strong preference for the type of tasks required by a particular role. When the level of congruence between individual preferences and the role requirements is high, people are more likely to be satisfied at work, which in turn leads to increased engagement, and reduced turnover.
Measure work and vocational preferences
Identify the match between candidate preferences and job requirements.
Predict organisational fit and job satisfaction
Gain insight into the types of work tasks that individuals will find satisfying.
Task and job preferences are compared to a position profile.
This assessment can be completed in 10 minutes (untimed).
Request a demo
You can try the assessment for yourself. Simply request a demo here.
Please note: Demos are un-scored and a report will not be generated.
Work preferences can also be called “vocational interests”. They represent the degree to which individuals enjoy various work tasks.
The degree of overlap between an individual's preferences and the requirements of the position represents how satisfied the person is likely to be with the day-to-day tasks of the role. The greater the degree of overlap, the more satisfied the person will be.
Our clients have achieved several critical business outcomes after using the RWPP. As shown below, employers found that people who scored more highly on the RWPP were more likely to receive overall higher performance ratings, and were 4.5 times more likely to be promoted than those receiving lower scores. You can download the full case study here.
Other notable business outcomes include:
- Increased employee satisfaction and commitment
- Improved role fit
- Decreased voluntary turnover
- Increased tenure.
Understanding the assessment
There are eight core factors that comprise the RWPP.
The promotion or sales of products or services
Working with numbers, data, and numerical concepts
Administrative responsibilities and clerical tasks
Involvement and interaction with other people
Innovation and creative / artistic expression
Processes of reasoning, research, and scientific enquiry
Performing work tasks with the hands
Work being performed outdoors and movement between places of work
The candidate experience
An example question from the RWPP is shown above. You will notice that it is ipsative in nature, in that candidates are asked to choose between two equally weighted statements that seem relatively un-job related. The statements are designed in this way to reduce the likelihood of candidates being able to attempt to present themselves more favourably.
Understanding the position requirements
To compare the candidate's preferences with the role requirements, we need to gain an accurate understanding of the tasks that are involved in a particular role. For this reason, someone with strong knowledge of the role should complete the position analysis. This needs to be either the supervisor for the position or an incumbent in the role.
Completing the position analysis involves answering a series of question like those shown above. You can see that the questions starts by asking, in terms of time, to what extent does the position involve the following… Then they are asked to simply rate each of these activities from none at all to a very large amount. These responses then help to formulate a profile of the position requirements to be compared against the candidate’s work preferences.
Once the candidate completes the assessment, they receive a raw score, which is then compared to a normative comparison group to produce a percentile score. This percentile indicates the percentage of people in the normative comparison group that the candidate's score exceeds. This score allows you to compare each candidate's performance easily.
You'll usually receive a candidate's RWWP report within around 10 minutes of them completing the assessment. Depending on you configuration, you may receive a summary version of the report (which includes a link to the full version) or the full version of the report. The content below refers to the full version.
You may also receive an overall position report that allows you to compare all of your candidates' performance on the assessment.
Candidate feedback reports
Unless you specify otherwise, your candidates may receive a feedback report as soon as they complete the assessment. This report contains a high level overview of the candidate's preferences, but does not provide them with any information about how those preferences compare with the position requirements.
Overall match (individual report)
In the individual report, you'll firstly see an overall match percentage, indicating the overall degree of match between the candidate's work preferences and the role requirements.
In the example above, you can see that the candidate has scored a ‘far above average match’ of 90%, indicating a high level of congruence between their work preferences and the tasks that are required as part of the position.
Individual preference scores (individual report)
The graphical representation - also included in the individual report - shown below breaks the overall match down further by showing the match between the candidate's preferences and the role requirements across the eight broad work categories.
For candidates that are found to be well matched and may be brought in for an interview, we recommend reviewing the information presented in the graph for more detail. For example, in this case, the candidate appears to be relatively well matched across most of the factors, except for mobile and to a lesser extent, quantitative
In this case, it would be a good idea to ask for further information in an interview, to see whether the candidate considers being mobile and performing quantitative tasks to be vital factors in any work environment, or whether they are needs that can be met outside of work.
This graphical profile is also useful in depicting a realistic job preview of where challenges in managing this candidate are likely to occur. You may also want to consider job or task redesign in some cases to try and refine the alignment between different factors.
For example, in our own head office we have an administration assistant who despite being very well matched over all, indicated a preference for more mobility than the role currently offered. So we reviewed the tasks involved in her position and considered how we could slightly change they way they were being done to potentially cater for this need and in return increase her level of job satisfaction. As a result, one of the task changes is that she now goes to the post office personally to collect the mail and hand delivers it internally, hence catering more to her preference for mobility at work and in turn increasing her satisfaction in the role.
Interview questions (individual report)
The individual report also provides a positioning statement and recommended interview questions - as shown above - to help facilitate a discussion with your candidates if your desire. The interview questions are derived from the largest gaps between the position requirements and candidate preferences and are designed to help explore how these gaps might be addressed.
Drawing meaningful insights
The graphic below helps you understand what kinds of behaviours you can expect from candidates based on their score on the RWPP.
It's important to keep the following in mind when using the RWPP.
- The ability of the RWPP to predict job satisfaction depends on the accurate assessment of the position initially.
- Positions can change over time and as such candidates job satisfaction can also change.
- The RWPP measures a candidates preference for particular types of work and not their ability. Therefore, even though a candidate may not have a high preference for quantitative work does not imply they are not capable of it.
- There are various other factors which also influence an employees job satisfaction other than work preferences. These factors should also be considered in order to maximise job satisfaction.