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Personality profiling
is a means of measuring an individual’s approach to a particular
situation. It is not a measure of intelligence or ability – but
of behaviour. Profiling provides a snapshot view of the preferred
behaviour that comes subconsciously to most people. This is the
behaviour with which they are ‘comfortable’ and can sustain for
long periods of time. This behaviour is social and intellectual
– not physical. |
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The means by which this behaviour is measured is a questionnaire
which asks the person to choose behaviour most and least like them.
The results from this questionnaire provide a personality profile
of the person. |
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The questionnaire is not a test – as there can be no right or wrong
answer to psychological type. It is an evaluation of the individual’s
habitual or typical way of dealing with the world. |
Profiling in practice |
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People are complex. The environment and other
people can influence behaviour change on a regular basis. Behaviour
has reasons, not causes – and if we understand the reasons why,
we become increasingly empowered. |
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Psychological type gives a snap shot of the
preferred behaviour that comes almost unconsciously to most people.
This is the behaviour that they are comfortable with and can sustain
for long periods of time. |
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It is worth noting that people can be versatile and can change,
as the behaviour they are comfortable with will almost certainly
not be suitable for every eventuality. People are often asked to
“think and act outside the box” – in these situations they need to
be confident that they can do this. |
The benefits of profiling |
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One
of the greatest benefits in using profiling is surely that of
development and team working. It provides a useful aid for recruitment
when used as part of an overall process, but it is worth noting
that the recruitment process should be
underpinned by a psychological profile – the other seventy five
percent should be made up of interview, past experience/CV and
qualifications. |
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Organisations are looking for exactly the
same information about the people they employ. Vast sums of money
are spent on development but very little of it is targeted uniquely
to an individual’s greatest needs. By providing a profile that
acts as a compass identifying how best to understand each individual,
employers will be able to target more cost effectively and provide
solutions that will help satisfy and retain their employees. |
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