Personality profiling is a way of assessing how people interpret the world around them and how that interpretation influences what they feel, think, and do. Popular personality profiling methodologies such as Myers-Briggs have been used since the 1960s and employers today rely on profiling as a vital part of the recruitment process to help prevent costly hiring mistakes.

For employers understanding the personality preferences of other people can help you to adapt the way you interact with them in order to create a more effective relationship. If you are a manager, you can explore ways in which you can better match people with roles, and you can be more open to allowing people to work in different ways to allow them to achieve more and get the best out of your most valuable resource.

Most of the successful systems are based on the work of Swiss psychologist Carl Jung. In the case of PeopleMaps, the profiling system measures an individual against Jung’s bi-polar scales of extraversion/introversion, thinking/feeling and sensing/intuition. An individual’s profile is a way to predict how people will behave in a given situation. And when someone is working or acting in a way that matches their preferred style, they are more comfortable, less likely to get stressed and more effective in the role.

Personality profiling is not a way to judge people. We are all different. A personality trait that is a strength in one situation might be a weakness in another. It is this combination of personality types and traits that helps us as individuals and businesses as a whole to survive and thrive in different situations and environments.