Personal Profile

The process of developing a personal profile, also known as behavioral profiling, is evaluating to get precise and unbiased insights into a person’s behavior at work and using that knowledge to make more confident personnel decisions in the areas of management, development, recruitment, and retention.

You can use it to respond to inquiries like:

What are this person’s assets and weaknesses?
What are the main phobias that this individual will have that could affect how they act?
Does our company’s work or their position play to this person’s strengths?
What drives this individual?
Are there any restrictions that could affect their chances of success?
Can this person succeed in a technical, customer-service-oriented, etc. position?

Why Is Creating a Personal Profile Important?

Recruitment

The most recent research demonstrates how poorly application materials and references predict future job success, and that even when candidates are hired based on their experience, they are frequently fired due to behavioral issues.

Additionally, how you spend your time is very important in recruitment, so it’s critical to be able to weed through a lot of candidates to make the right choice or select the best candidate out of a group of candidates who all seem to have the same qualifications.

Personal profiling is used in talent teams to:

To ensure that candidates are a good match and suitable for the post by benchmarking top achievers and/or defining desired behaviors for an upcoming role.
To serve as a screening tool when shortlisting applicants, ensuring that only the top ones are presented at interviews.
To narrow the scope of the interview questions, eliciting candidates’ levels of self-awareness and the value they can contribute to the company.
To enable hiring decisions that are more confident by providing insight into a candidate’s behavioral strengths and weaknesses.
To inform the hiring manager about the candidate’s motivations and worries to help them decide how to best manage their new team member.

A business’s top priority should be hiring, especially since a bad hire might end up costing up to 2.5 times the person’s pay. When hiring managers compliment new team members on how well they are performing, the recruitment team knows they are bringing in the appropriate candidates. It’s much better if you can contribute to their success after they’ve joined your company.

Retention

According to one in four workers, they plan to leave their current workplace in the next 12 months, however, this statistic does not apply to all businesses. Whether or not this is true will depend on some factors, but as a people leader, you are in charge of retention (and occasionally the KPI). Behavioral profiling is a very useful method for:

Make sure employees behave in a way that is appropriate for their position, setting, and corporate culture to lower the probability of staff attrition.
Make it possible for managers and their staff to comprehend their motivations and preferred communication methods.
Draw attention to any issues or complaints that might not come out in a one-on-one chat.
Create a friendly atmosphere where managers and employees may speak openly with one another.
Give the management the authority to foresee conduct problems that might result in personnel turnover.
Inform the manager of any concerns or issues that could be resolved by modifying the employee’s job description or shifting them to a different position.

You might start by just attempting to comprehend your employees’s profiles to decrease staff attrition. However this could reveal some of the reasons why retention problems exist and even guide you on the right path for a solution.

Development & Management

Better recruitment is the first step in lowering the 80% of management time that is spent on underperforming employees. By providing the employee and management with a common language and a clear communication line, personal profiling can also help to cut down on this time. Additionally, this means that only 20% of your time is currently being spent with your best employees. Therefore, people leaders can use behavioral profiling to:

Enable a new hire’s onboarding to go smoothly by giving their profile to their new manager and giving them insightful advice on how to inspire, test, and collaborate with their new team member.
Promote managers more quickly by giving them a clear understanding of the advantages, constraints, and driving forces of their workforce.
Enable a manager to quickly identify an underperformer’s problematic traits and work with them to create a framework for objective development that will allow them to be managed as effectively as possible.
Encourage all other performers by emphasizing their motivators and strengths, and make sure the manager emphasizes developing these.
Assess the success of any training interventions.

Australia has a limited pool of talent, thus we must take care of and grow our current employees. The only issue is that, as people leaders, we don’t typically have direct control over it. By collaborating with the managers of the teams you assist, after all behavioral profiling enables you to contribute value to the company. Not only will this make you invaluable to these mid-level managers, but top leaders will begin to seek your opinion on talent-related matters and how to develop their most important resource, their people.

Advantages

A professional profile is a fantastic way to showcase your accomplishments and show that you can advance. The advantages of a personal profile are as follows:

It enumerates your career objectives, successes, and experiences.
You get more responses from hiring managers interested in your job applications.
You are more likely to get calls from hiring managers and recruiters about job interviews.
It provides you with control over your narrative and lets you decide which of your professional strengths to highlight.
Personal Profile gives recruiters a clear picture of who you are as a person and helps them decide whether you would fit in well with their corporate culture.
It enables them to assess your suitability for the tasks and obligations of the position.
It draws recruiters’ attention and encourages them to read more about your job application.
Personal Profile gives potential employers a quick sense of your qualifications, level of understanding, and professional potential.

The Best Way To Create A Personal Profile

You can take the following actions to boost the number of responses from hiring managers and recruiters:

Outline A Summary Of Who You Are

It’s crucial to think about how you might portray yourself positively because this is your chance to make a good first impression. You can examine the job description to see how you can fit your professional aspirations and experience with the demands of the position. You may speak about your school background, prior employers, and any professional successes.

Describe Your Educational Background

The majority of firms list the minimal educational requirements they prefer in applicants in their job postings. For example, they can specify that they only seek applicants with bachelor’s degrees in a particular subject. Without these fundamental criteria, they might not even evaluate applications. You can boost the likelihood that recruiters and hiring managers will choose your resume and give it additional attention by putting information about your formal education in the personal profile area.

Describe Your Abilities And Skills

Analyze the abilities and qualities that a recruiter might like to find in job candidates by taking their perspective into account. You can make a list of your qualifications and narrow it down to those that are necessary for the position. Usually, you use these to position yourself as the best candidate for the position. To leave a positive impression, utilize words like detail-oriented, dependable, and hardworking. It can be beneficial to add that you are taking online or in-person classes to get the abilities the business needs.

Describe Your Prior Professional Experience

Include any pertinent professional work experience, whether you’re applying for an entry, mid, or senior-level position. You can mention any internships or part-time employment you have had for entry-level positions. You can specify the job titles you’ve held for higher-level positions. The information might help the hiring manager determine whether you have the relevant professional experience they are looking for in candidates.

Describe Your Career Objective

You may show prospective employers that you understand how your career can be and how you want to work on it shortly by providing your professional goals in your profile. Most businesses seek out applicants who are dependable and likely to stick around for the long haul. They won’t have to continually hire and train new employees, which will save them money. If your career ambitions indicate that you want to work for the company for a long time and rise in their organization, they might consider you for the job opportunity.

What Are Personality Profiles Used For?

Organizations employing personality profiles must first and foremost have a clear understanding of the information they will and won’t receive, as well as a set of rules for how the data will be utilized. Personality profiles cannot predict if an applicant would make a great employee. They can determine how someone might approach their work, deal with difficulties, interact with coworkers, and what situations they function best in.

When choosing the precise assessment test you’ll be using, do your research. Each one assesses a little bit different aspects of personality traits despite being comparable. You want a test that will directly relate to important elements of your company or the particular position you are hiring for.

Next, make sure that the person reviewing the test results and delivering the tests has the necessary training. Personality profiles cannot disclose all of a candidate’s characteristics. Administrators must comprehend the implications of the findings and know how to give HR specialists and managers who make recruiting decisions clear and useful information.

Likewise, keep in mind that one aspect of your assessment and decision-making process should be the findings of a personality profile. Other approaches ought to be just as important, if not more so, in your choice, which we’ll discuss shortly.

The best way to utilize personality profiles is in conjunction with other techniques for assessing job candidates since this will offer you a more complete picture of the person and provide you context for how they could act or perform in a specific function.