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.
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.
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
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.
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.
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
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.
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.