Attracting the right candidates, building high-performing teams, retaining talent, and guiding career choices are at the heart of today’s workplace challenges. In this pursuit for professional success, have you recognised the strategic role that personality assessments can play?
By better revealing employee potential, providing deeper insights into employees, and enriching career paths, personality assessments have become a strategic tool. The Professional Profile 2 personality assessment is particularly effective in three areas: recruitment, team cohesion, and career guidance. Let’s explore how this tool can be used to enhance performance and ensure more fulfilling career paths.
Professional Profile 2 : A Detailed Snapshot of Personality
Developed by a team of expert psychologists, the Professional Profile 2 assessment explores 14 dimensions, combining personality traits and motivational drivers. This modern and versatile tool provides a rich and nuanced portrait of each individual, helping to better understand their functioning, strengths, and potential.
Thanks to this comprehensive approach, Professional Profile 2 proves especially relevant in three key areas:
Recruitment: Identifying Compatible Profiles
Professional Profile 2 is highly valued in recruitment because it is suitable for all adult candidates and offers a high level of prediction regarding how a candidate will perform once in the job. By assessing a candidate’s true nature, recruiters are better equipped to identify profiles that are compatible with the position and company culture, thus reducing post-hire disappointments.
Unlike tests that evaluate personality types, this assessment measures traits, providing precise scores for each dimension assessed. This allows for comparisons between candidates, estimation of an individual’s performance in a role, and a clear understanding of their proficiency in specific skills.
How to Use Professional Profile 2 in Recruitment ?
The Professional Profile 2 questionnaire is usually administered before a job interview, so the results can serve as a foundation for discussion with the candidate to delve deeper into certain aspects. The detailed report generated is analysed in three stages: an analysis of the various traits and motivations to understand the candidate’s preferences and values at the workplace, an evaluation of the competencies they possess, and finally, a detailed understanding of their fitment with various job roles to identify their potential performance in the same.
For example, in recruiting a sales representative, Professional Profile 2 first verifies that the candidate possesses essential traits for the role, such as persuasion, extraversion, and ambition. The analysis then goes further by identifying subtler yet equally important skills, like flexibility, adherence to rules, or altruism—all crucial for ensuring good customer satisfaction. The assessment also gauges the candidate's networking abilities by finely assessing extraversion, need for action, adaptability, etc. Finally, the test compares the candidate’s profile with a list of sales-related jobs to identify those that best suit them.
Team Cohesion: Highlighting Synergies
By bringing to light the dominant traits of each team member, Professional Profile 2 facilitates interpersonal relationships, enhances mutual understanding, and values diversity. Understanding colleagues' personalities helps team members develop empathy, reducing misunderstandings and conflicts. Moreover, knowing each person’s preferences allows for assigning roles and responsibilities that highlight the strengths of team members, thus creating a strong and effective team.
How to Use Professional Profile 2 for Team Cohesion ?
In team cohesion exercises, Professional Profile 2 is administered individually, on a voluntary basis. The individual reports are then combined to create a global profile, which is shared with the team in a collective and interactive manner, fostering awareness and activating group dynamics.
For example, each trait and motivation is analysed through a graph that positions each team member according to their preferences, whether weak or strong. Since every preference has both strengths and limitations, it is beneficial to have the team reflect on these aspects. This allows members to become aware of their own shortcomings and appreciate the qualities of their colleagues that they may not have noticed before.
This process generates the empathy necessary for good team harmony. Finally, the evaluator or HR professional examines each member’s traits, motivations, and skills in detail to assign roles and responsibilities aligned with their strengths, thereby creating a cohesive and high-performing team.
Competency Assessment: Defining a Fulfilling Career Path
Professional Profile 2 is also an essential tool for competency assessment. Its dual-dimensional approach highlights the strengths and potential of the individual, rather than focusing on shortcomings. Each personality trait is contrasted with another positive trait, resulting in a highly empowering report.
It thus contributes to a better understanding of the person’s strengths and preferences, guiding them towards career paths that are aligned with their goals and aspirations.
Additionally, Professional Profile 2 positions individuals on a framework of 61 competencies, generated from their unique profile of traits and motivations. The consultants are thus equipped to offer precise and relevant support, allowing for an assessment of the client’s acquired and potential competencies.
How to Use Professional Profile 2 in Skills Assessment ?
In competency assessments, the first step focuses on analysing the traits and motivations of the individual. It involves reviewing past experiences and preparing for future projects. The individual is first invited to reflect on their natural behaviour and compare it with the requirements of their previous jobs. This helps identify discomforts experienced, understand the reasons for seeking a competency assessment, and define what they need to fully express their potential in a future project. For example, an individual might realise that their need for autonomy and openness to change were not met in their previous jobs, leading to frustration and a desire to move towards a job that offers more freedom and innovation.
The second step centres on analysing competencies. The consultant guides the individual in interpreting their profile, identifying mastered or developing skills. For example, it might be discovered that the individual's "organisational skills" and "respect for instructions" required in previous jobs are less developed than their "innovation-creativity" and "artistic sense," which they wish to emphasise in their new project.
The final step involves analysing the job framework generated by the predictive model to identify professional paths that align with the individual’s preferences. It may be found that their profile is less suited to the administrative roles they previously held and more aligned with professions like graphic designer or interior designer, which better match their aspirations and needs.
The Professional Profile 2 personality assessment is thus an essential tool for companies looking to optimise their performance. Whether for recruitment, team cohesion, or career support, Professional Profile 2 offers a detailed and predictive snapshot of personality, enabling the identification of the best profiles, the enhancement of team synergies, and shaping career paths.
