Behavioural Profiling
Individual behavioural assessments provide insight into a candidate’s natural work habits, preferences and behavioural patterns — adding context that a CV or conventional interview cannot provide on its own.
For recruitment teams · hiring managers · organisations
Talent &
Behavioural Assessment.
Better hiring decisions require more than a CV and a good interview. I combine behavioural insight, structured candidate conversations and role-specific benchmarking to help you understand how a person is likely to work — before you make the appointment.
What the work can include
See beyond experience.
Understand how someone works.
The objective is not to reduce a candidate to a score. It is to add a deeper layer of evidence to the hiring decision — how they approach work, solve problems, respond to structure and change, interact with others and fit the behavioural demands of the role.
Candidate Insight Interviews
Structured follow-up interviews explore the assessment findings in context. The aim is to test assumptions, investigate potential strengths or risks and translate behavioural data into practical hiring insight.
Role & Team Benchmarking
Where multiple hires or recurring roles are involved, behavioural benchmarks can be developed around the demands of the position, existing high performers or the team environment — creating a stronger reference point for future selection.
Assessment methodology
Powered by insight.
Not just a report.
Behavioural profiling is conducted using Shadowmatch, a behavioural assessment system designed to identify an individual’s habitual patterns of behaviour.
The assessment is one part of the process. Its value comes from interpreting the results in relation to the role, the working environment and the specific questions the organisation needs to answer.
Depending on the project, this can include individual candidate assessments, comparative insights across a shortlist, structured candidate interviews, benchmark development and decision-support feedback to the hiring team.
Important
The process is designed to support better judgement — not replace it.
Designed around the hiring decision
Useful when the cost of a
wrong appointment is high.
01
Shortlisting between technically strong candidates who look similar on paper.
02
Hiring into operational, specialist, leadership or high-accountability roles.
03
Understanding how a candidate may fit an existing team or working environment.
04
Building a repeatable behavioural benchmark for roles recruited at scale.
Every project is different
Tell me what you’re
trying to hire for.
Assessment scope and pricing depend on the number of candidates, the level of interpretation required and whether benchmarking or interviews form part of the project.
Send me a brief outline of the role, expected candidate volume and what you need the assessment process to help you decide.
Available for South African and international recruitment projects