How Our Profiling Works

A person is like an onion: outer layers (habits, behaviours, skills) are changeable; the core, temperament… is far more stable.

Temperament is the foundational building-block of personality. It sets the stage for how someone will behave, how they prefer to work and what role they’ll thrive in.

💡 We have developed a profiling methodology (in partnership with a psychometric assessment expert) that plots each individual’s profile against four core temperament characteristics: Goal Orientation, Sociability, Patience, and Detail Orientation.

💡 By analysing these traits we draw evidence‐based inferences about likely behaviours, strengths, risk areas, and how someone will behave in a working environment.

💡 We then match not just the candidate to the role, but the candidate and the role into the team context (how the role sits in the wider partnership team or practice). This ensures the individual is placed in the right environment.

Contact our team today and see how we can match you with candidates who will truly belong.

📞 0113 350 1308

📧 [email protected]

What’s in It for Your Practice?

✅ Improved long-term fit:

Candidates whose temperament, motivations and communication style align with the role and the practice culture are more likely to engage, thrive and stay.

✅ Better team dynamics:

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You ensure your practice team is balanced, gaps are addressed, you’re not just hiring someone like the last person you hired. For example: in a sample case the audit found the existing team too heavily weighted towards “Specialist” profiles, making succession and leadership progression difficult.

✅ Reduced risk of mis-hires:

Instead of relying purely on gut feel, likability or superficial similarity in interview, profiling gives you objective insight and data.

✅ Precision hiring:

We can show that three candidates might all look similar on paper/interview, yet profiling revealed only one truly matched the needs of the practice leadership team.

Our Advice for your Practice

💡 Start with a team audit: Map your current partnership/leadership team’s composition – strengths, temperament profiles, gaps. This gives clarity about what type of individual your practice really needs.

💡Use behavioural profiling early in the process, ideally before short-listing or second interviews, so you select with confidence rather than just hope.

💡Think beyond the role: Consider how the candidate will complement the team, support long-term strategy, handle pressures of modern general practice.

✅ Get in touch by WhatsApp – Click the ‘Chat with Us’ button at the bottom of the screen, to start a conversation

Key Take-Homes

• Skills can be taught; temperament trends to be fixed.

• A candidate who looks perfect on paper might not be, their underlying behavioural profile may not match the role’s demands or the culture of the team.

• Getting the right person in the right role and right team context isn’t just beneficial, it’s critical for data-driven, confident recruitment..

• By profiling you’re effectively completing the jigsaw puzzle: making sure every piece (partner/GP) fits in the right slot so your practice functions as a cohesive whole.