Psychometric assessment is the process used to measure the amounts of attributes that are important for success in various roles. This is often used in a crude form, where candidates answer a simple questionnaire that results in a computer-generated report, but this is not what PSI does. If the tests used during psychometric assessment are valid and accurate measures of personality and ability, and are compared to criterion-referenced benchmarks, then the result can be a good, general overview of an individual.

Behavioural profiling is the process of building a profile of fit and suitability to a role, organisation and team, based on psychometric assessment results, role requirements and role context. It goes beyond describing a person, to pinpoint how a candidate will cope with various elements of the role, how his or her style will fit with the hiring manager’s style, and how they will cope with some of the specific challenges of the role, culture or business environment. It identifies gaps and highlights interventions or strategies for ensuring success of the person, if they are appointed to the role.

Behavioural Profiling Focusses On Natural Attributes and Fit to Context

Behavioural profiling focuses on how well an individual’s attributes suits him or her to a role, organisation and business environment, taking into account their relative skills, experience and gaps.