How HR can utilise personality profiling to build powerful teams

June 28, 2024

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.


What is personality profiling?

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.

How can HR utilise personality profiling?

In the recruitment process

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.

In personal and professional development

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.

In leadership coaching and planning

Personality assessments can aid in more effective leadership by harnessing the results in three key ways:

  1. Firstly, the results give you greater insight and understanding of team members’ working and communication styles, enabling you to adapt leadership strategies to meet the needs of each individual and enhance overall team performance.
  2. Secondly, having the ability to identify potential areas of conflict, and understanding how different employees react to and deal with stress or pressure, provides the opportunity to create strategies that mitigate or resolve these conflicts successfully and avoid potential stress triggers for a more harmonious working environment. For example, your team is working on a project with a tight deadline. Using data from their personality profiles, you can engage employee 1 (who is energetic, sociable, and collaborative) in roles that involve client interaction and team coordination to minimise the risk of demotivation. You can provide employee 2 (who is analytical, strategic, and prefers working independently) with uninterrupted focus periods to develop the project plan with a structured timeline that helps to avoid last-minute, sudden changes. This way, each team member can thrive in an environment that brings out their highest level of productivity and reduces the chance of conflict or stressful situations.
  3. Finally, making informed decisions around succession planning is easier and more effective when you have data to identify high-potential employees who exhibit the right mix of leadership personality traits and skills. Not only does this give you the confidence and confirmation that you’re building a strong leadership pipeline, but by recognising these individuals early, you can invest in their development and better prepare them for future senior roles.

The power of personality profiling

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.


Sign up to our newsletter!