Ability Profile

No. You do not need to have all roles defined before mapping them in AbilityMap. Many clients create role profiles individually as they are recruited, while others map critical roles in the organisation first. AbilityMap is designed with growth and change in mind so you can start small and adapt your requirements over time.

Yes. The content of the profile report is designed for use in role descriptions and advertisements as they describe the capabilities and behaviours expected from employees.

No, you’re not stuck. AbilityMap assessments are not tied to the profiles, so you can change or create a profile and compare candidates to the revised role profile immediately.

AbilityMap currently offers 4 different ways to create role profiles that are bespoke to your organisation.

1. You can duplicate a generic profile from the Profile Library into your account and tweak to adapt it to your unique environment
2. A single expert, someone who knows the role well, can use the profile building tool within the AbilityMap platform to select and rank the capabilities required for success in a role. This process takes about 15-20 minutes to complete.
3. A group of experts can each undertake the profile building process, to build what we call a ‘Collaborative Profile’.
4. A group of high performers can take the Ability Imprint, to create a ‘High Performer’ profile which takes the capabilities the group have strongest in common.

Think of a role profile (or “Ability Profile”) as the scientific blueprint for success. While a standard job description lists tasks and duties, a role profile defines the specific human capabilities required to excel in your environment.

Creating profiles for every role in your business is useful for three reasons:

• Objective Benchmarking: It removes “gut feel” and unconscious bias from the equation. By defining what “good” looks like mathematically, you can objectively measure every candidate or employee against a consistent standard.

• Strategic Alignment: It ensures the “right people are in the right seats.” When you know exactly which capabilities (e.g., Working with Teams, Business Acumen, or Solving Problems) drive performance in a specific role, you can align your talent exactly where they will be most effective.

• Organisational Clarity: It provides a common language for growth. Employees gain a clear understanding of the behavioural expectations of their current role and the “gap” they need to close to move into their next one, making succession planning and professional development far more targeted.

Yes. AbilityMap allows you to move beyond vague “culture fit” descriptions and instead define your culture through the lens of objective human capability. Using the CompanyDNA framework, you can map the behavioural DNA that makes your organisation unique and ensure every person you hire or promote strengthens that culture.

Here is how AbilityMap translates “Culture” into “Capability”:

• The “WANT” Profile: A group of stakeholders collaborates to identify the 8 core capabilities (e.g., Building Customer Relationships, Problem Solving, Personal Selling) that are non-negotiable for success in your specific environment.

• The “HAVE” Profile: By assessing your entire workforce, the system identifies and measures the current makeup of your people.

• The “NEED” Profile: Use the platform to visualise the gap between your ideal culture and your current reality, providing a scientific blueprint for how to hire or develop the talent required to evolve your culture.