What JPTI measures,
in plain English

JPTI classifies a person’s strongest work appetite into 21 Job Passion Type themes.

These are not vague personality labels. They describe the kinds of activities someone is more likely to enjoy doing repeatedly.

Examples that map cleanly to workforce realities:

• Evaluating or Judging includes evaluating qualifications and judging appropriateness for job vacancies. That is literally stated in the theme description.
• Organizing or Coordinating is about coordinating people, projects, events, or information.
• Improving or Perfecting is about making improvements to products, systems, procedures, processes, results, or relationships.
• Investigating or Fact Finding includes diagnostic work. Figuring out why a person, process, program, or product is not working as intended.
• Leading or Controlling includes being in charge and making tough decisions, rallying people behind a cause.
• Coaching or Mentoring is about helping individuals improve performance and move toward becoming their best.
• Teaching or Training is about educating others as a teacher or trainer in academic or business contexts.
• Analyzing or Calculating is about calculating or interpreting numbers or data.

For HR and leaders, this gives you a practical lever: you can align role design, hiring decisions, and development plans with what people are actually wired to enjoy doing.

---

The workforce use cases. Where JPTI pays for itself

1) Candidate screening that goes beyond the resume

Most hiring processes over-weight “can they do it” and under-weight “will they like doing it.”

JPTI gives you structured questions that expose fit early.

Practical example:

• You are hiring a role that requires constant coordination across teams, deadlines, and moving parts.
• A candidate might have the experience, but if their work appetite does not align, they will experience it as chaos.

That is not a moral failing. It is a predictable mismatch.

JPTI does not need to be a gate. It can be a fit conversation tool. You use results to ask better questions about what energizes the candidate, what drains them, and what conditions they need to thrive.

2) Role clarity. Turning job descriptions into “workload recipes”

Most job descriptions are trash because they list responsibilities, not reality.

JPTI helps you rewrite a role as a “recipe” of weekly activities.

Instead of:
“Must be a self-starter with strong communication skills.”

You define:

• • “In this role, you will spend 60% of your week coordinating projects and stakeholders.” (Organizing or Coordinating.)
  • “You will spend 20% improving workflows and eliminating friction.” (Improving or Perfecting.)
  • “You will spend 20% diagnosing why things break and building root-cause fixes.” (Investigating or Fact Finding.)

Now you can hire for the truth. Not the fantasy.

3) Development plans that people actually execute

Most development plans fail because they push growth that looks good, not growth that fits.

If someone’s themes suggest they enjoy coaching and training, stop forcing them into individual contributor deep work as the only path to advancement. Coaching or Mentoring and Teaching or Training are explicit themes for people who enjoy developing others.

If someone’s themes suggest they enjoy analyzing data, do not “promote” them into constant meetings and politics and call it growth. Build a path that includes people analytics, forecasting, and measurement. That aligns with Analyzing or Calculating.

Fit-aligned development is not indulgent. It is how you get discretionary effort.

4) Team composition & leader effectiveness

Leaders complain about “team dynamics” when the team is structurally miscast.

JPTI allows you to see what kinds of work your team is naturally oriented toward.

• If a team is heavy on Improving or Perfecting, they will thrive on continuous improvement and iteration.
• If a team has strong Investigating or Fact Finding, they will thrive on diagnostics and root cause work.
• If you need strong coordination, but nobody enjoys coordinating, you will feel constant friction. Organizing or Coordinating is a real work appetite and should be staffed accordingly.

This is how you stop blaming culture and start designing roles and teams that work.

---

How to implement JPTI in workforce settings without creating HR risk

JPTI should be used as a guiding assessment and a conversation tool. Not as the sole determinant.

Here is a simple, defensible approach:

Step 1: Use it after initial qualification, not as a first filter

Start with job-related qualifications. Then use JPTI as a fit and development conversation.
This reduces the risk of misusing it as a hard screen.

Step 2: Match the role to themes before you evaluate candidates
Do not make candidates adapt to your confusion.
Create a “role theme profile.” Ask the hiring manager:

• What activities dominate the week?
• What activities must someone enjoy to succeed?
• What activities will crush someone who hates them?

Then map those to themes like Organizing or Coordinating, Improving or Perfecting, Investigating or Fact Finding, or Leading or Controlling.

Step 3: Use results to ask structured, job-relevant questions

Examples:

• “In this job, you will spend a lot of time coordinating stakeholders and timelines. Do you enjoy that kind of work?” (Organizing or Coordinating.)
• “Tell me about a time you improved a system or process. Did you enjoy that?” (Improving or Perfecting.)
• “Do you like diagnosing why something is not working and tracing it to root causes?” (Investigating or Fact Finding.)

This keeps the conversation tied to job realities.

Step 4: Carry JPTI into onboarding and development

This is where the retention value shows up.

Use JPTI themes to:

• assign early projects that fit
• design a learning path
• set expectations for what will energize and drain someone
• help managers coach more effectively

If someone enjoys Coaching or Mentoring, give them structured mentoring responsibilities instead of pretending leadership is a mystery.

If someone enjoys Leading or Controlling, give them real ownership and decision rights, not fake titles and endless consensus.

---

Why this matters for retention and internal mobility

Workforce leaders say they want retention. Then they create career paths that reward people for moving away from what they enjoy and into what they tolerate.

That is backwards.

Passion-first workforce planning gives you:

• better role fit
• better manager coaching
• clearer development paths
• smarter internal moves
• less burnout
• more engagement that comes from doing work people actually want more reps in

---

What should you do next?

Take The Careerz Workforce Job Passion Type Indicator for FREE.
The Careerz Workforce path is intentionally simple:

1. Take Workforce Version of the JPTI for free today.
2. Speak to a Careerz Group Guide about how to start using JPTI to support candidate screening and team or leader development.

Our pricing is simple and comes in a variety of forms depending on your use cases and needs.

---