Around 75% of UK companies now utilise profiling tools, such as behavioural or psychometric assessments, to develop their teams. These tools are used for recruitment or to assess overall strengths and areas for growth. If your organisation hasn’t yet embraced this approach, here’s why it’s worth considering.
Job interviews can be misleading as candidates may say what they think you want to hear. Profiling tools help you uncover whether a candidate truly possesses the qualities required for the role. Tools like the Myers-Briggs Type Indicator (MBTI) and behavioural assessments provide a clearer picture of the candidate’s real attributes.
Competency-based interviews and assessments allow you to gauge whether a candidate has demonstrated the necessary skills and behaviours. By combining tools like personality tests, behavioural tasks, and group assessments, you gain a well-rounded understanding of a candidate’s suitability.
Profiling tools offer valuable insights into your existing team, revealing strengths that may not be fully utilised. You can identify areas where team members excel and avoid assigning tasks that might lead to disengagement. By aligning roles more closely with individual preferences and aptitudes, overall performance improves.
Managers often assume that everyone is motivated in the same way they are, but this isn’t true. Profiling tools provide insights into how each team member prefers to be motivated - whether that’s through recognition, financial incentives, or other means. Understanding individual motivators enables you to encourage optimal performance.
Learning style assessments highlight how team members best absorb new information. Whether someone learns visually, aurally, or through hands-on experience, you can adjust how you deliver training or information to suit their needs. Tools like the Social Styles assessment also provide insights into communication preferences, improving team collaboration.
Profiling tools offer employees ‘aha’ moments where they recognise patterns in their behaviours. These realisations can open them up to coaching and development, making it easier for you as a manager to address areas for improvement. Understanding their own strengths and weaknesses fosters personal growth and greater openness to feedback.
As a manager, participating in profiling assessments yourself is crucial. These tools reveal your own strengths, areas for development, and working preferences. This self-awareness helps you manage more effectively and relate better to your team’s diverse personalities.
Profiling tools provide an objective assessment of candidates, reducing the risk of unconscious bias in the hiring process. Often, managers unknowingly favour candidates who are similar to themselves, leading to lopsided teams with the same strengths and weaknesses. Profiling tools help eliminate bias, promoting more diverse and balanced teams.
Diversity is key to creativity and innovation within teams. By managing diverse teams fairly and objectively, you can enhance team dynamics and performance.
Profiling tools provide clear insights into each team member’s strengths and areas for growth. Instead of waiting for performance reviews to uncover these, you can proactively design personalised development plans. Whether someone has untapped potential or needs help managing criticism, profiling tools enable you to offer tailored training and coaching for maximum impact.
Many thanks,
The Excel Team
P.S. If you would like to discuss any of your other learning & development challenges, book in your discovery call.
About Excel Communications
Excel Communications is a learning and development consultancy based near London in the U.K. For more than 30 years; we have been collaborating with clients across the globe.
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