What is Personal Profiling?

And why is it important for your business?


Your success as a HR, Talent or L&D professional relies on being able to do one, some or all of the following successfully:

  • Successfully recruit new employees that are suited for the role and team
  • Onboard employees in to their new team
  • Develop your teams, to keep motivation high and create future leaders from within
  • Retain these employees

Personal (or “behavioural”) profiling brings more confidence in to these processes. In this article we will be unpacking what personality profiling is, how accurate and trustworthy the results are and some examples of where you could begin or improve within your company.

What is a Personal Profile?

Creating a ‘personal profile’ or behavioural profiling is the exercise of using an assessment to gain accurate and objective insight into how a person will behave at work, and using that information to make more confident people decisions within recruitment, management, development and retention.

It will help you answer questions like:

  • What are this person’s strengths and limitations?
  • Is our business or the role they are in playing to this person’s strengths?
  • Which limitations will impact on their ability to be successful?
  • Will this person be successful in a role that is …? E.g. technical, support-focused.
  • What motivates this person?
  • What are the key fears that this person will have that might impact their behaviour?


Why is creating a Personal Profile Important?

In Recruitment

All of the latest research shows how poor application forms and references are for predicting future job success, and that even when these people are hired for their experience they are often let go because of behavioural faults.

On top of this, your time & where you spend it is crucial in recruitment, which is why being able to cut through large swathes of candidates to get the right selection or choosing the right person from multiple, seemingly similarly qualified candidates, is so important.

In talent teams, personal profiling is used:

  • To benchmark top performers and/or define ideal behaviours for an upcoming role, ensuring that candidates are a good fit and suitable for the role
  • To act as a screening tool when shortlisting candidates, ensuring only the best candidates are seen at interview
  • To focus the line of questioning at interview, uncovering how self-aware they are and uncover the value they can bring to the organisation
  • To give an insight into the candidates behavioural strengths & weaknesses, ensuring more confident hiring decisions
  • To provide information on the candidate’s motivators and fears so that you can empower the hiring manager to understand how to best manage their new team member

Recruitment is one of the key priorities for a business, especially when a wrong hire can cost up to 2.5 times the individuals salary. It is also noticeable when a recruitment team are bringing in the right people, as they receive feedback from their hiring managers about how wonderful the new team member is doing! It’s even better when you can play a part in them doing well when they join the business.

In Management & Development

With 80% of management time being spent on poor performers, reducing this begins with better recruitment. With personal profiling you can also begin to reduce this time by introducing a shared language and objective pathway that the employee & manager can use to communicate. This also means that only 20% of time is being spent with the people you want to keep - the top performers! Behavioural profiling is used by people leaders to:

  • Provide a new employee with a seamless on-boarding process by giving their profile to their new manager which gives them powerful insights to how to motivate, challenge and work with their new team member
  • Fast-tracks managers by providing an objective understanding of the strengths, limitations and motivators of their people
  • Enables a manager to very quickly work through with an under-performer the traits that are not supporting their success
  • The manager can then put together an objective development framework within which to manage the under-performer
  • Supports all other performers by highlighting their strengths and motivators, ensuring the manager focuses on building these
  • Identify the effectiveness of any training interventions

In Australia, we suffer from a smaller talent pool and that makes it even more important that we look after and develop our current staff. The only difficulty is that it’s not very often that it lies within our direct responsibility as people leaders. Behavioural profiling allows you to add value in to the business via the managers of teams you support. Not only can this make you invaluable to these mid-level managers, it will also be recognised by the senior leaders who will begin to seek advice on issues with talent and how to develop their key asset - their people.

In Retention

One in four employees state that they intend to leave their current employer within 12 months, but this statistic is not representative of all companies. Whether or not this is true depends on many variables, but as a people leader you carry the responsibility (and sometimes the KPI) surrounding retention. Behavioural profiling can be an invaluable tool to:

  • Ensure that staff are behaviourally suited to their job, environment and the culture of the company, which in turn reduces the likelihood of staff attrition
  • Enable managers and their staff to understand what motivates them and their preferred communication style
  • Highlight any frustrations or problems that would not necessarily surface in a one-to-one conversation
  • Provide an environment of understanding that enables managers and staff to have honest conversations
  • Empower the manager to pre-empt behavioural issues that could lead to staff turnover
  • Point the manager towards issues or problems that could be solved by changing the employee’s job scope or re-deploying them into another job

To reduce attrition of your staff you can begin by simply seeking to understand their personal profile. This may begin to expose why there are issues around retention, and even point you in the right direction of how to solve it.


How to Assess Someone’s Personal Profile

A personal profile or behavioural profile is best determined through an assessment using a technology such as DISC. There are many providers in Australia, however we highly recommend using an accredited tool and provider that focuses on validity & reliability.

Final Thoughts

If you are already using Personal Profiling, great! Let us know if we’ve missed anything above and good luck with your project. We always love to hear about success stories and examples so give us a shout. If you’re not currently creating behavioural profiling to improve recruitment, management or retention then there are many resources you can use to look further in to how to begin. You can check out our own PPA (Personal Profile Analysis ) article here, and just below you can also get a little something for free to further examine whether or not behavioural profiling could be useful for your business.

Want to see your Personal Profile?

We love to help businesses make more confident people decisions, but we’d hate to be pushy / salesy. Instead, we’d like you to simply explore this concept yourself by gaining access to a free (typically $250) Personal Profile Assessment. This is our own behavioural profiling tool, and is the highest rated DISC-based assessment in predicting workplace outcomes! Feel free to fill out this form and you can try one out for free.

I hope you’ve enjoyed the article and let us know if you have any questions.