The Power of Profiling


I've used a variety of profiling tools over the years. Some gave me great results, others were very average to say the least. But I still believe that profiling is a must. So if you've used profiling tools that were less than fabulous, try another variety and keep trialling until you find the one that works for you.


Because profiles at the interview stage, at the very least, provides a base line of what questions to ask.

I use profiles for the following employment situations:

  • Recruitment
  • Promotion
  • Career development
  • Motivation
  • Team fit
  • Stress levels
  • Boredom
  • Delegation
  • Performance management

How handy is it to have some ‘base’ information before you go into any of the above discussions.

And if you doubt my thoughts – check out what The Aberdeen Group discovered In a January 2014 report. They noted that best-in-class companies using assessments achieved better results in the following areas:

  • 1st year retention 91% (compared to 56%);
  •  Employees rated highly engaged 72% (compared to 42%);
  •  New hires meeting time-to-productivity goals 72% (compared to 35%).

I agree with them that the most important thing is to get a tool that fits with your needs.

But by NOT profiling, you are making an nawful lot of judgement calls based on your own biases and prejudices – and we ALL have biases and prejudices.


Ann Andrews (profiler)


Ann Andrews CSP specialises in working with high performing teams and showing managers how to deal with poor performance.

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