What is Profiling
What is Profiling
Every business undergoes change and psychometric profiling can be an extremely useful tool for managing that change, whether that involves recruiting new staff or improving the performance of the existing team.
Psychometric profiling is an objective, structured system that allows in-depth insights into an individual’s working strengths and psychological characteristics such as personality, attitude, motivation, intelligence, aptitude etc.
It is widely used when recruiting, as it can objectively assess the links between the working strengths required by the job description to those of the applicant. Building a successful team is more than just recruiting for one person, the strength of a team lies in the compatibility of one member to another and the teams fit to their clients’ requirements, likely performance, potential and fit of each candidate as well as a comparative view of all applicants.
Profiling can also provide a valuable insight into the sort of people you’ve got in your team by assessing their preferred working methods, their personality and how they could react to change. With that information you will be better equipped to make change a positive experience for everyone involved.
As businesses grow the need to change is inevitable. The more information available before decisions on change are made, the better those decisions are likely to be.
People are the rock that businesses are built upon. It is imperative to have people in roles that suit their strengths in order to keep the business running efficiently.
Mistakes can be costly, whether that relates to employing someone not ideally suited to the job, and when they leave having to go through the recruitment process again, or members of a team not working well together because they are not aware of each other’s strengths when looking for support.
Psychometric profiling is an objective structured system, that allows an in-depth insight into an individual, enabling management to match the person to the job role by more than just their hard skills. With soft skills making up over 50 % of a performance assessment, this makes sense.