Profile:Match2 is a leading personality assessment tool based on the Five Factor Model. Linking personality and competencies to on-the-job performance, assessments are tailored to the requirements of a specific job and provide insight into the behaviours critical to job success.

Profile:Match2 allows you to focus assessment on the specific requirements for the job. Based on your selection from our competency library, a highly relevant report is created for each of your applicant’s personality assessments.

Once your candidates have completed the personality questionnaire, reports are generated showing how they measure up to each of the key competencies chosen. The report makes it easy for you to identify the candidates with characteristics that are the best match for the role, or to identify areas that would require further development.

Managed through your own online portal – Profile:Match2 is a quick and simple to use personality assessment tool. Reports are fully automated and written in plain language so you do not require any training to administer or interpret them. Training is only required for the 360 degree assessment element of Profile:Match2. Profile:Match2 can be used across the whole employee lifecycle including:

Don’t know what you’re looking for?


Our FREE Job Analysis Survey will help you determine the competencies critical to success. Managers, supervisors or individuals who have done the job or are familiar with it complete the survey and the report prioritises the competencies required and indexes them to show the relative importance of each. This can then be used to select competencies for a Profile:Match2 assessment.

P:M2 is so simple to use yet gives us crucial information to support our selection process. Rather than sifting through lengthy reports we can cut through to the relevant information about how someone is likely to perform on the job.
Claudia Yorath

HR Manager, Creaseys

Thought Leadership

Why did the scarecrow get the job?

Interviewers tend to fall back to the same ‘top 10 things to ask in an interview’ that have been in place for decades, but how effective are these questions? How can you tell if the answers given will really reflect on-the-job performance, or whether the applicant is just excellent at telling a story?

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