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Whole Candidate Assessment And Omnibus Candidate-Position Matching

In order to provide rich information about job seekers' suitability for various occupations, we provide a number of assessments for clients to complete. The goal is to provide a comprehensive assessment of a person's fit with different occupations and organizations. Further, organizations may access our database, which provides summary information on the extent to which candidates match a position. The section below describes each of the measures that we use in the omnibus candidate-position matching process for organizations. The core of our approach is based on extensive research on the O*NET system.


List of Occupational Assessments

The following is a description of each assessment that job seekers are requested complete as part of the assessment process. These assessments are then linked to occupations, and subsequently, organizations.

The Work Styles Inventory

This assessment is based upon O*NET's comprehensive Work Styles Taxonomy. This measure is used to gain insight into an individual's work styles, or personal characteristics that affect how someone may perform a job. The inventory assesses six dimensions of work styles:

  • Achievement Orientation
  • Social Influence
  • Interpersonal Orientation
  • Adjustment
  • Conscientiousness
  • Pratical Intelligence

Work Values - The O*NET Work Importance Locator**

This measure is based on the Minnesota Job Description Questionnare and has applicants sort a set of cards into different categories. This assessment helps people determine the type of job they would find most satisfying based upon the extent to which their work values are similar to various occupations. The measure assesses six types of work values:

  • Achievement
  • Independence
  • Recognition
  • Relationships
  • Support
  • Working Conditions

The O*NET Interest Profiler**

Based on Holland's (1985) RIASEC model, this instrument measures six types of occupational interests that help inform job seekers of the types of work activities and occupations they would enjoy and find most engaging. The six types of occupational interests measured by the Interest Profiler are:

  • Realistic
  • Investigative
  • Artistic
  • Social
  • Enterprising
  • Conventional

List of Organizational Assessments

The following assessment is custom-tailored to your organization. That is, both individuals and organizations complete ratings of their values and needs. Comparisons between individuals and organizations are performed directly.

Person-Organization Value Congruence Fit & Person-Organization Needs & Supplies Fit

This measure is adapted from Cable and Edwards' (2004) and is based on the Work Values Survey (Edwards & Cable, 2002). The measure captures both individuals' and organizations' values. We then conduct statistical analyses to determine the similarity between individuals' and organizations' cultural values. Individual values (i.e. what one believes is important) guide decisions and actions, while organizational value systems determine how resources are distributed and guide how employees should behave. In addition to considering the value congruence between individuals and organizations, it is also important to assess the extent to which individuals needs can be fulfilled by an organization's resources and rewards. We also conduct statistical analyses to determine the match between individual needs and organizational supplies. The following dimensions are measured:

  • Altruism
  • Relationships with others
  • Pay
  • Prestige
  • Security
  • Authority
  • Variety
  • Autonomy


The O*NET Work Importance Locator and Interest Profiler are career exploration tools in the VWAN assessment process that were developed and funded as part of the O*NET project. They are reproduced with permission from the U. S. Department of Labor, Employment and Training Administration.

O*NET Trademarked Assessment