Person profile analysis in recruitment

Person profile analysis is a relevant tool in a professional and successful recruitment process. On this page you will find AU's principles for using person profile analysis in recruitment.

When are person profile analyses used in recruitment at AU?

At AU, person profile analysis is used in the recruitment of managers at levels 1, 2, and 3.
This should be conducted by an external provider.

Furthermore, it's recommended to use person profile analyses in the recruitment of middle managers (level 4) and professors, where possible, after dialogue and agreement with your HR partner. In particular cases, person profiles can be used for positions such as administrative specialists and key roles.

Profile analyses (at level 4 and below) can be conducted either by an external provider or an HR partner certified in the chosen assessment tool. At AU, we use either NEO-PI3 or Predictive Index (PI) for levels 4 and 5.

Why we use personal profile analysis at AU

At AU, we use person profile analyses as a basis for an exploratory dialogue with the candidate. The result of a profile analysis provides a shortcut to a focused dialogue, offering insights into, for example, the candidate's preferred behavior patterns and work style. In other words, a person profile analysis should be seen as a dialogue tool that can help identify a person's strengths, challenges, and potential.

Person profile analyses can provide qualified input for questions such as: 

  • What are the candidate's prerequisites for success in the job? 
  • How will the candidate collaborate with colleagues in the team/unit? 
  • What strengths and challenges does the candidate possess in relation to their personal leadership style?

Furthermore, a person profile analysis forms the basis for assessing a candidate using a neutral conceptual framework, facilitates personal development (individually and in teams), and provides a positive and professional candidate experience.

Requirements for person profile tools 

When collaborating with an external provider, it's important to ensure that the chosen person profile tool has a sound and documented quality. 

It's essential that: 

  • The tool is theoretically and empirically well-founded, with documentation of the tool's psychometric approach. 
  • The profile tool is based on relevant and well-defined norm groups relative to the current target groups.

In this context, it's important to be aware that the specific tool is suitable for the given situation, offered in a language that the candidate masters fluently (preferably their native language), and does not favor or discriminate against certain groups, such as gender, age, or education.

Use specialists for the task 

It's crucial to ensure professional and qualified processes when using person profile analyses in recruitment. Therefore, AU only authorises consultants (external consultants or internal HR staff), who are certified in the chosen profile tool, to interpret and provide feedback to candidates on their person profile analysis.

Interpreting results requires the right training and strong coaching/dialogue skills to conduct a professional feedback session. It's also an advantage if the consultant (whether internal or external) has a solid understanding of the specific position and the organisation/department offering the position.

The consultant must, of course, be committed to delivering high ethical quality throughout the process, so that the evaluated candidate is treated respectfully and fairly.

Administration and storage of person profiles and data

Person profiles should be administered and stored in systems accessible only to those individuals responsible for conducting the analysis/task. Person profiles (including associated reports) must be treated as strictly confidential. There should be a data processing agreement in place with the provider (or system owner) when the task is handled externally.

GDPR Compliance 

Make sure to comply with applicable GDPR rules at AU when using person profile analyses. Candidates responding to a profile tool must always be informed of the purpose, including how the results will be used in the subsequent process, and when they can expect feedback on the analysis results. Candidates should also be informed about where and for how long their data will be stored.


The results of profile analyses must never be disclosed to third parties. An appointment committee may, in confidence, be presented with person profiles and parts of analysis reports through a nuanced presentation by the consultant. Once the purpose of the person profile analysis has been fulfilled, all physical and digital versions must be securely destroyed and deleted.