Hr profiling as a technology of personnel management

The article reveals the essence of HR (personnel) profiling. HR profiling includes not only the establishment of truthful, honest information provided by the candidate, but also determines its characteristics, the leading psychotype with the basic emotion, motivation. The main tools of profiling are described, in particular in the field of personnel management. Knowledge of HR profiling is needed in many areas as an additional specialization, namely: for staff and coaches, for entrepreneurs, for managers. The possibilities of HR profiling are determined. The use of profiling technologies is a powerful tool for psychodiagnostic work. They are indispensable in the field of personnel management and are the most successful tools for research and analysis of the reliability of information in the implementation of personnel inspections and interviews. For recruitment and evaluation professionals, profiling skills are indispensable, as it allows not only to select and hire the best candidates, but also to build harmonious and long-term relationships within the organization. Attention is focused on the step-by-step algorithm of using profiling technologies to work with staff. Personnel profiling also allows to implement a set of measures to minimize the possible risks associated with the dismissal of employees who are in critical positions, namely: to prevent possible harm to the interests of the organization and the development of reputational risks, to maintain possible ties with the previously dismissed employees, to assist in its possible employment, forming a positive reputation of the organization. The practice of applying knowledge in the field of personnel profiling is expanding every year, which indicates the need to introduce in the staff of organizations and enterprises specialists in personnel profiling.