Profiler

Profiler is Coreod’s analytical matrix for recruitment, designed for human resources departments, recruitment firms, and leaders who conduct their own interviews. It comes in once applications have been shortlisted, when the focus shifts to the quality of the in-depth interview. It maps the candidate’s personality tendencies and current relationship to pressure, and delivers three actionable outcomes: a structured description of the profile, a reading of coping strategies, and precise points to explore during the interview.

Profiler integrates psychometric instruments established in scientific research: the IPIP-NEO-120 (Johnson, 2014) for five personality domains and thirty underlying facets; the PSS-10 (Cohen, Kamarck & Mermelstein, 1983) for perceived stress over the past month; the Brief COPE (Carver, 1997) for coping strategies; and, depending on the role, the Global Transformational Leadership Scale (GTL) (Carless, Wearing & Mann, 2000), administered as a self-report measure, for transformational leadership practices.

Its distinctive value lies in turning these measures into interview material. The Coreod engine brings out the relief of the profile, meaning the tendencies that stand out within the candidate’s own results, and derives from it points to explore with the candidate. No job-fit score is calculated: these instruments do not measure fit for a role, and Profiler does not rank candidates against one another.

Results are read at the level of the individual profile. Each questionnaire is also placed against a published reference sample (for the IPIP-NEO-120, online respondents collected by the instrument's author; Johnson, 2014). This reference point situates a result: it is not drawn from job applicants, and it is never used to rank candidates against one another. The candidate receives their own report; the recruiter receives a separate report, written to support the interview.

Profiler supports more structured recruitment interviews. It produces no hiring recommendation and cannot on its own ground a decision: the decision remains human and rests on other evidence. There is no ideal profile for a given role. Health-related questions call for a dedicated clinical assessment.