14 Sep What is Behavioural Profiling?
Behavioural Profiling – Removing the Mystery
The use of behavioural profiling is gaining prevalence across Australian businesses as decisions makers increasingly recognise its value. A quick online search of the term however, produces thousands of links rife with jargon and promises.
Unfortunately, few succeed in explaining exactly what the concept is, and how it can be implemented in practice.
On a basic level, behavioural profiling is simply about identifying and measuring the characteristics and preferences of individuals. The information can then be related to other variables within the organisation, such as alignment to job role; team fit and potential for development.
There are many products available ranging for basic ‘personality’ tests, to those measuring beyond 150 traits and behaviours.
The process begins with the testing phase, where the individual undertakes an online (or paper based) assessment in which they are typically are faced with a ranking of preference statements. There are many assessment systems on the market, and the most effective of them are developed from thousands of results and backed by validation studies.
Once the testing phase is complete, a profile for the individual is produced. The report will provide an extremely accurate indicator of an individual’s behavioural style and work preferences which can be analysed for a variety of different purposes.
Recruitment and Selection
A candidate’s profile will be compared to those characteristics that are both desirable and proven indicators of success in a particular job role. The profile may also be used to determine if the job is likely to deliver job enjoyment for the individual.
Career Coaching and Planning
An assessment can be matched to a template library to provide a range of career options for an individual.
If all team members undertake a behavioural assessment, information obtained can help to produce a better functioning team. Using the team’s profiles, the organization can determine which members are better suited to leadership roles and/or identify potential areas of diversity or mismatch.
Succession Planning and Retention
Helps identify employee’s strengths, weaknesses, work and behavioural preferences, and what motivates them. This can give valuable information to an organization trying to identify employees for training and development opportunities. Better retention strategies can be developed for high performers, and good management strategies for poor performers.
An assessment can be used to gain insight into personal characteristics, including tendency to take risks, self-management and communication skills. The profile can also indicate likely behavioural changes which may manifest when the person is subjected the pressure or under stress.
Behavioural reports are relatively inexpensive and can provide valuable insight into a person’s work preferences and likelihood of success in a given role.
They are also invaluable in providing personal awareness into leadership traits and decisions making styles.
Rowen Gransden is founder of Smart Advantage Consulting and a Master Distributor for Harrison Assessments.