THE EFFECTIVENESS OF PROFILING IN THE SELECTION OF CANDIDATES AND PERSONNEL MANAGEMENT

The article is devoted to the study of the application of the profiling method in the selection and personnel management process. The main topic of the work is the analysis of the possibilities and limitations of using profiling in HR practices, as well as its impact on improving the efficiency of the recruitment, evaluation and development of employees. The problem of the research is to identify the risks and ethical aspects associated with the use of profiling, as well as the need for an integrated approach in its application. The purpose of the work is to assess how profiling can contribute to improving HR processes, as well as to consider key challenges and prospects for its implementation. The research methods used were an analytical review of the theory and practice of profiling in HR, as well as consideration of examples of successful implementations of this method in companies. The results of the work show that profiling significantly increases the accuracy and objectivity of the recruitment process, improves employee adaptation and contributes to the creation of an effective corporate culture. However, for the successful application of the method, it is important to comply with ethical standards, ensure the legality of data processing and improve the skills of HR specialists. The article also discusses the prospects for the development of profiling, taking into account the introduction of new technologies such as artificial intelligence and machine learning, which opens up new opportunities for data analysis.