Introduction
Behavioural profiling is a powerful tool that enables organisations to understand, predict, and enhance human behaviour in the workplace. Its roots stretch back thousands of years, and today it plays a pivotal role in recruitment, employee development, and organisational success.
Historical Background
The concept of behavioural profiling can be traced to Hippocrates (460–370 BC), who introduced the theory of temperaments or humours. This framework was later expanded by the Roman physician Aelius Galenus (Galen), whose ideas on personality types and bodily humours dominated European medicine for over 1,500 years.
The four temperaments—sanguine, choleric, melancholic, and phlegmatic—are each associated with specific traits:
- Sanguine: Sociable and energetic
- Choleric: Determined and ambitious
- Melancholic: Analytical and thoughtful
- Phlegmatic: Calm and peaceful
While individuals may display characteristics of all four temperaments, one typically dominates and influences behaviour and reactions.
Modern behavioural profiling tools, such as the Life Orientations® model, still reflect these ancient categories, demonstrating a strong correlation despite differences in terminology and presentation.
Understanding Behavioural Profiling
Behavioural profiling, also known as behavioural analysis or behavioural science, is the systematic examination, interpretation, and prediction of human behaviour based on observed patterns, actions, and motivations. By collecting and analysing data, profiling uncovers underlying behavioural preferences and tendencies, offering insights into why individuals act as they do.
A common misconception is to typecast people into a single behavioural style. In reality, most individuals regularly use a combination of styles. Research by LIFO® found that:
- 55% of people use two styles regularly
- 31% use three styles
- 5% use all four styles equally
- Only 9% prefer just one style most of the time
It’s crucial to recognise that behavioural profiling focuses on personal preferences rather than skills proficiency. For instance, you might be highly capable in numerical analysis, but if you don’t enjoy it, it may not be your preferred activity. Achieving job satisfaction and motivation depends on engaging in tasks that you genuinely enjoy.
By contrast, psychometric profiling focuses on personality characteristics or traits, i.e. “who you are”, whilst behavioural profiling focuses on what you do, your operating style, so in some ways has far more relevance to your day-to-day work. You cannot change your personality, but you can manage your behaviour every day, and we all do, in how you communicate and interact with others. But if you manage it consciously and have a method and framework to do so, you will do it more effectively.
These highlight the complexity and nuance of human behaviour.
Importance and Applications
Behavioural profiling is invaluable across various fields, with Human Resource management being its most prominent application. It is used there to:
- Assess job candidates’ suitability for specific roles
- Predict performance based on past behaviour and personality traits
- Aid self-awareness and personal growth by identifying areas for improvement and aligning behaviours with personal goals
Understanding human behaviour through profiling enables organisations and individuals to make informed decisions, enhance outcomes, and improve the quality of products and services. As technology and data analysis methods evolve, the applications of behavioural profiling continue to expand.
Practical Examples
Pre-Employment Candidate Screening
Behavioural profiling is integral to pre-employment screening, helping companies hire the right talent. Employers use assessments such as personality tests, situational judgement tests, and cognitive ability assessments to evaluate candidates’ behavioural traits and abilities. By analysing responses and behaviour patterns, employers can:
- Predict job fit and cultural alignment
- Reduce employee turnover by matching candidates to suitable roles
- Guide interviewers to ask targeted questions about past behaviour and likely responses to work situations
Example:
A technology company seeking a software developer might use behavioural profiling to identify candidates with strong problem-solving skills, attention to detail, and teamwork abilities. This approach leads to more informed hiring decisions and reduces the risk of mismatched hires.
Employee Development
Behavioural profiling also supports employee development by:
- Assessing strengths and weaknesses
- Guiding the creation of customised training programmes
- Identifying career paths and advancement opportunities aligned with behavioural preferences
- Building well-rounded teams by considering diverse profiles
Example:
If an employee excels analytically but struggles with public speaking, profiling can inform a development plan focused on communication skills. This targeted approach benefits both the individual and the organisation.
Ethical Considerations and Future Directions
While behavioural profiling offers significant benefits, it must be applied responsibly. Key considerations include:
- Respecting privacy and individual rights
- Addressing potential biases
- Adhering to ethical standards
- Ensuring accuracy in interpretation
As technology and our understanding of human behaviour advance, behavioural profiling promises even more accurate predictions and better-informed choices. For recruitment organisations, it can be a genuine differentiator, enhancing cultural and team fit, supporting equality, diversity, and inclusion, and ultimately improving productivity and retention.
Conclusion
Behavioural profiling provides valuable insights that empower organisations and individuals to make better decisions. By using it ethically and scientifically, recruitment teams can enhance and differentiate their offerings, mitigate unconscious bias, and ensure the right fit for both employers and employees. Continued exploration and responsible application will unlock even greater benefits in the future.
In the coming weeks, we will provide deeper insights into all of these benefits, so don’t miss the full series in 2026!