What is Profiling Used For?
Psychometric profiling has several common applications, namely as part of personal development, an aspect of the interview process and within management training and team building. If a manager has a simple model of classification within which to define his subordinates, he is able to manage all personality types more effectively. This can only be a good thing for the manager, his team and the organisation.
Sometimes, especially in a work situation, it can take a long time to get to know and understand someone. Often when we first meet someone, we only present a certain picture of ourselves. Candidates naturally want to present their ‘best face’ but interviewers need to find out the ‘down side’. Psychometrics are just one way of getting to the real person, quickly and efficiently. They provide a prodigious amount of information, much of which is very difficult to obtain in any other way.
They are a useful tool in ensuring that a candidate fits in with your company. Getting someone’s personality wrong can cost a company valuable time and money. People are not usually sacked for their inability to do a job but because of their personality and behavioural traits. We tend to employ people for their skills and qualifications but fire them for their personal failings.
There is a lot of information on psychometric profiling on this website, which you are welcome to browse, by following the links below:
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