Role-based assessments are about putting the right people in the right position. In our teaming workplaces, matching roles and people can also help create good job pairing fits and team dynamics. Teams need the right balance of personalities and skills to work productively.

Worth repeating is the key finding of a Harvard Business Review study on “job fit”. Here it is again: The 1980 study of 360,000 sales professionals found that “criteria that make a better match between the person and the job’’ is a better predictor of performance than conventional criteria such as experience and education.

There are lots of tools in the career marketplace to help us do a better job of matching skills and personalities to the position. A slideshare on Role-based Assessment by Dr. Janice Presser of the Gabriel Institute is a good start. It includes useful information on how to identify both job fit and individuals and the characteristics of a good team. How do you distinguish between a rigid and coherent manager?

Web-based profiling is becoming a popular method of administering career assessment tests, including job matching assessments. Remember that job fit matching goes way beyond conventional psychometric tests. The assessment should include individual behavior and fit with the organizational culture.

Both companies and individuals need to work at making the shoe fit. Role-based assessment information should be integrated with training programs and align with skills development. Individuals should conduct job match assessments and work towards becoming a better fit for their desired positions.