Building powerful and cohesive teams is crucial for success in a fast-paced business environment, and personality profiling has emerged as a valuable tool for HR to achieve this goal.
Of course, no one employee is the same. And by understanding the unique traits of team members, HR professionals can optimise recruitment and selection, enhance team dynamics, and facilitate personal and professional development.
This blog post explores how you can leverage personality profiling to transform the way your teams are built, leading to improved performance, increased job satisfaction, and a more harmonious workplace.
Personality profiling is a method of measuring and providing insight into an individual’s psychological characteristics, behaviours, and emotional attributes through a comprehensive assessment.
A typical assessment consists of around 30 questions or ‘statements’ covering various topics from time-keeping and organisational skills to levels of enthusiasm and dealing with stress. Those taking the assessment will indicate how much each statement resonates with them by selecting where they feel they sit on a scale from strongly agree to strongly disagree.
The results help to build a picture of that individual’s natural characteristics including whether they are extroverted or introverted, intuitive or observant, practical or imaginative, and much more.
When used during the recruitment process, personality profiling helps identify candidates whose values, attitudes, and behaviours align with your company culture. This alignment is crucial for not only long-term employee satisfaction and retention helping to keep turnover low, but also ensures compatibility with existing team members so that new hires complement and enhance team performance.
In addition, the results of personality assessments can aid in making data-driven hiring decisions to build diverse teams. Highlighting the value of different personality traits and perspectives helps avoid unconscious biases in hiring and promotes the inclusion of diverse personality types within your organisation. This enables a mix of complementary skills and traits within teams, resulting in out-of-the-box thinking and more creative ideas.
Giving your team members access to an assessment that helps them understand their intrinsic characteristics, preferences, strengths, and weaknesses increases self-awareness and highlights areas for focused personal growth.
In the same way, it also pinpoints where they can benefit from professional development, training, and upskilling. For example, if a profile indicates a need for better communication skills, individuals can prioritise training and practice in this area.
In the long term, personality profiling can guide career planning by matching individuals with roles and career paths that align with their natural preferences and strengths. In doing this, you often see employees with greater job satisfaction, career success, and in turn, boosted levels of productivity.
Personality assessments can aid in more effective leadership by harnessing the results in three key ways:
Embedding personality assessments in your recruitment process and utilising them in development plans and leadership coaching is an effective initiative when aiming to build dynamic, high-performing teams. From enhanced individual performance to a more collaborative and supportive company culture, harnessing differing personality types brings great benefits to both employees and employers alike.
If you’d like to explore how personality profiling can specifically benefit your organisation, get in touch with one of our HR professionals today. Learning & Development is a key service offering here at Vero HR, providing you access to comprehensive personality assessments.
