HIRE SUCCESS EMPLOYMENT TESTING SYSTEM

HIRE SUCCESS EMPLOYMENT TESTING SYSTEM
PERSONALITY PROFILE
OVERVIEW REPORT

Prepared For:
John Smith

3/18/2002

Licensed to:
YOUR COMPANY NAME
Phone: (317) 848-7966 - Fax: (317) 580-9899
E-Mail: you@YourCompany.com - Internet Site: www.YourWebSite.com
Primary Personality
Type Is:
"A"

Strength Of This
Personality Is:
34.6%

 IMPORTANT: The following is a General overview of the "A" personality. Its purpose is to provide you with a better understanding of this personality type. NOTE: It is a General Description only, designed to provide contrast for the personality characteristics below that describe the specifics of his personality. Recognizing that although many people share the same personality type, there are many traits, and degrees of traits, that make them different from each other. You will find some of these differences defined in more detail in the Trait section of this report.

The "A" personality likes to be in charge and be in control of their environment and their lives. They are normally not very detail oriented, choosing to delegate details to others. They are usually very goal oriented and practical in their solutions. However, arriving at their solutions and goals will entail a no-nonsense, "bottom-line" approach.

"A" personalities don't like a lot of restraints or restrictions placed on them preferring instead to work independently and set their own schedules. Since they often tend to be a workaholic, it is not unusual to see them put in whatever time and effort it takes to accomplish their goal. They may seem impatient at times especially if they believe someone is spending too much time going over details with them or are impeding their successful completion of whatever goal or project they are focusing on at the moment.

Don't be surprised to see this personality type in a supervisory position or management. Having an entrepreneurial streak, they may be a business owner or strive to own their own business someday. The "A" personality is not easily discouraged and will normally exude confidence.

If their job is "routine" or repetitive day by day, they will get bored easily and not enjoy the work. They will want it to appear they are "tough" in these situations but internally may be miserable if the job is too routine. The "A" personality will do whatever is necessary to prevent themselves from falling into a pattern or routine and seek freedom and independence instead. They will also be very dissatisfied if they believe someone is trying to take advantage of them or hold them back.

The "A" personality may not be very good at recognizing co-worker's feelings and needs; not because they don't care, but because they are so focused on the "big picture" and achieving their goals. If you're looking for someone who works well under pressure and seems to excel in high stress situations, the "A" personality is probably what you're looking for.
The information at the right is somewhat more specific to John's
Personality and is based on what might be expected of him when his Primary Personality type may be influenced by his Secondary type, and in some cases influences of the other types that are very close in terms of the percentage shown on the Summary Report. 

This does not take the trait information (below) into account in order to provide information and contrast for the actual trait descriptions that are specific to him.

 "The Builder" - Specifically, John is the type of "A" personality we describe as a "Builder". This type is the fundamental "A" type described above. He is driven by new opportunities to achieve better and higher goals and has a burning desire to win. It should be expected that he will freely speak whatever is on his mind about issues and can become agitated if he feels he might be losing control.

John is not the type to "pass the buck" to others. Even though he will freely take responsibility for his own mistakes, he may not give adequate credit to others who may have been involved in successes. He is aware that he was the driving force behind the successes anyway which may upset some people. He may have a tendency to be manipulative at times if it helps achieve his goal.

If you really want to get John to dive into something, just tell him it is a difficult or impossible task. He'll probably drop everything to show you he can do it. No obstacle is too high for John. Don't be surprised either if John questions authority and challenges his superiors. Even though there may be more appropriate ways, he isn't afraid of rocking the boat.
This Column contains Trait
Descriptions
With Corresponding Confidence Factors on a Scale Where 5 Stars Represent the Highest Confidence in the Description of this Trait.

TRAIT DESCRIPTIONS

The following is an overview of the 20 different Trait Scales that describe John's personality. It will provide you with more insight into each of these traits in order that you can develop in-depth questions during the interview process relevant to the application of these traits to the job for which John is applying.
  Overall Confidence In The Results of This Report Is FAIR
SCALE #1:
 VALUE: 7
Extroverted
Confidence Factor:
*****

John is extroverted and would be very good at making cold calls and being in front of a group of people and being in control. People as extroverted as John are very social by nature, and can use this gift as a great asset in many business situations. However, if uncontrolled, he may have a tendency to socialize too much at times which could affect his productivity and the productivity of others. This is an issue worth discussing with him.
SCALE #2:
 VALUE: 7
Organized
Confidence Factor:
 *****

John is an organized person. Combined with his focus on detail, John knows everything has its place and will work to keep everything where it belongs. He may even seem picky at times, but this is just a result of the combination of his detail orientation and organization skills. This combination is a trait often needed in a management position. He will take a planned, structured approach to issues and his work. He is the type who will probably have a system for each task or responsibility, or will endeavor to develop one as he learns new tasks.

SCALE #3:
 VALUE: 5
Very Calculated Risk Taker
Confidence Factor:
 *

John could be described as a "Cautious Risk-Taker". He tends to be balanced in his willingness to take risks and his natural caution. Although he may be somewhat adventurous at times, he is not the type to jump right in, preferring instead to try a little at a time until he is comfortable with the situation, and then perhaps, he will take a bit more risk. Although willing to take risks, his analytical nature causes him to be cautious and weigh all of the facts before taking a risk, which in his opinion is only a "calculated risk".

* - A CONFIDENCE FACTOR of 1 Star indicates that John described himself as being much MORE of a Risk Taker than the 5 described above, but ALSO MORE Cautious as well.  This means, when responding to the adjectives on the Profile Form, he entered responses that describe a person who is willing to take higher risks as well as those that describe a very Cautious person. This begs the question "which one is he"?  With this trait scale in particular, it is not too uncommon for someone to see themselves as being BOTH a "risk taker" and a "cautious" person as well.  Chances are, this may indicate a SITUATIONAL Trait.  Perhaps he sees himself as being willing to take high risks in some situations, and being very cautious in others.  You will find sample Interview Questions available in another section of this Report that may help you to determine if this is indeed situational, and if those situations will have an impact on his job performance.

It is also possible, although somewhat less likely, that he may have answered some of the questions incorrectly in an effort to sway the results in one direction or another.  Although it is more likely to be situational, you should consider interviewing carefully on this point to make sure you are satisfied with his answers to your questions regarding this subject.
SCALE #4:
 VALUE: 6
Somewhat Decisive
Confidence Factor:
 *

John will be more decisive than indecisive but isn't the type to make "snap" decisions either. This scale focuses on how quickly he is likely to make decisions, not on the quality of the decisions themselves. Some people will be more cautious and hesitant to make decisions about issues, others may be very quick to decide. Because John tends to be analytical, any indecisiveness he may exhibit is probably due to his need for more information or facts before making his decision. Make sure he is given all the information he needs in advance and he will be able to make decisions much faster.

* - A CONFIDENCE FACTOR of 1 Star indicates that John described himself as being much MORE decisive than the 6 described above, but ALSO more indecisive as well.  Although the result on this scale was 6, there is a good chance that this may indicate a SITUATIONAL Trait; that is, he is more decisive in some situations, and may have more challenges making decisions in others.

It is also possible, although somewhat less likely, that he may have answered some of the questions incorrectly in an effort to sway the results in one direction or another.  Although it is more likely to be situational, you should consider interviewing carefully on this point to make sure you are satisfied with his answers to your questions regarding this subject.

SCALE #5:
 VALUE: 8
Very Analytical
Confidence Factor:
 *****		 This scale puts in perspective the approach John will most likely take with issues, tasks and decisions in which he is involved. Analytical traits indicate the need for factual information, where non-analytical indicates his use of intuition, or "gut feel", in addition to, or in place of facts.

John is a very analytical person and will require plenty of factual information before he will make a decision, promotes or supports an idea, concept, issue or product. In addition to being analytical, John is also a detail oriented person. You can expect him to be very thorough in his analysis of an issue and cover points many other people would not even think of or otherwise overlook. He may be difficult to win over to a new idea or concept if he believes his way, or the "old" way is best. This could be a good interview point.
SCALE #6:
 VALUE: 3
Inflexible
Confidence Factor:
 *****		 John is inflexible and will likely seem stubborn to many people. Depending on the job for which John is applying, you may want to ask some questions about this issue during the interview. If you're seeking someone who will stick to the rules and do things "by the book", John would fill this requirement.

SCALE #7:
 VALUE: 4
Somewhat Ruthless
Confidence Factor:
 ****

John can be a somewhat ruthless when he feels it is necessary, but won't be one to undermine or subvert others to achieve his own objectives. Being a bit ruthless at times is not necessarily a bad thing unless the job requires an extremely compassionate individual. This shade of ruthlessness will help him get the job done and do whatever is necessary, provided the means are reasonable.
SCALE #8:
 VALUE: 2
Very Deliberate
Confidence Factor:
 **** 		John is very deliberate in the way he approaches his work and life in general. He tends to think things through and applies the expected outcome to the "big picture" before making decision or choosing to do something different.
SCALE #9:
 VALUE: 7
Goal Oriented
Confidence Factor:
 *****

John is goal oriented and very likely has both short and long term goals well defined. Discussing his goals for this job could make an excellent interview point. Find out what he would like to achieve with your organization if he were to be selected for the position.

SCALE #10:
 VALUE: 8
Very Proactive
Confidence Factor:
 *****

John is very proactive in his style and takes a "hands-on" approach to his job. He likes to be involved in everything going on and will let his thoughts and ideas be known. He may at times seem to try and be micro-managing things, so if this type of strong involvement is not a requirement for the job, it would be a good issue to discuss during the interview process.

SCALE #11:
 VALUE: 5
Accepts Some Change But Doesn't Seek It Out
Confidence Factor:
 *

John scored exactly in the middle of this trait and, although he is not opposed to changes in the workplace or changes in the "routine", he won't necessarily initiate or promote a lot of change either. It will be important for him to understand the benefits of changes in the work environment and he will be much more supportive.

* - A CONFIDENCE FACTOR of 1 Star indicates that John described himself as embracing change much more than the "5" described above, but ALSO prefers stability and would avoid change as well.  This means he used primarily 1's and 2's when responding to the adjectives on the Profile Form that describe the characteristics of someone who likes change and doesn't mind change being imposed on him on a regular basis.  When the system looks at how he responded to the adjectives that describes a person who doesn't like a lot of change and prefers stability, he also responded with several "1" and "2" responses. A response of "1" meant the adjective "very much" described him and a response of "2" would indicate the adjective that described him fairly often.  Although the result on this scale was 5, there is a good chance that this may indicate a SITUATIONAL Trait; that is, he is more accepting of change in some situations, and requires more stability in others.  

It is also possible, although somewhat less likely, that he may have answered some of the questions incorrectly in an effort to sway the results in one direction or another.  Although it is more likely to be situational, you should consider interviewing carefully on this point to make sure you are satisfied with his answers to your questions regarding this subject.

SCALE #12:
 VALUE: 3
Impatient
Confidence Factor:
 *****		 John is impatient and may get frustrated at times when he doesn't believe others are trying hard enough to understand or do something. Impatience can be an asset in many jobs, like sales, where it is important to get to the point and not wait too long for a decision on someone else's part. Impatience is not unusual for the "A" personality.
SCALE #13:
 VALUE: 7
Persuasive
Confidence Factor:
 *

John is persuasive and enjoys being in situations where he can help others see his point or agree with an issue. If persuasiveness is important to the job John is applying for, you will probably be pleased with his ability in this area.

* - A CONFIDENCE FACTOR of 1 Star indicates that John described himself as being much MORE Persuasive than the "7" described above, but ALSO less persuasive as well.  There is a good chance that this may also indicate a SITUATIONAL Trait. If it is situational, he will be very persuasive in some situations, and in others, not nearly as persuasive.  It is not uncommon, for example, for someone to be very persuasive in situations where where they have a reasonable amount of knowledge and self confidence in their ability to present the issue or topic, and their persuasiveness diminishes with their confidence in defending the position.   Knowing this possibility exists, you should find out more about what those situations may be and how they may, if at all, affect his performance in the job which he holds or for which he has applied.

Please keep in mind, It is also possible, although somewhat less likely, that he may have answered some of the questions incorrectly in an effort to sway the results in one direction or another.  Although it is more likely to be situational, you should consider interviewing carefully on this point to make sure you are satisfied with his answers to your questions regarding this subject.

SCALE #14:
 VALUE: 7
Detail Oriented
Confidence Factor:
 **

John is detail oriented and insists on dotting all of the I's and crossing the T's. When people present information to him, he will expect to have detailed information available otherwise he may suspect someone is trying to hide something.

** - A CONFIDENCE FACTOR of 2 Stars indicates that John described himself as being much more Detail Oriented than the "7" described above, but ALSO much less Detailed, as well.  This means he responded primarily with 1's and 2's to the adjectives on the Profile Form that describe the characteristics of someone who is very detail oriented.  When the system looked at how he responded to the adjectives that describes a person who typically Delegates details, he also responded generally with "1" and "2" responses. A response of "1" meant the adjective "very much" described him and a response of "2" would indicate the adjective that described him fairly often.  Although the result on this scale was 7, there is a good chance that this may indicate a SITUATIONAL Trait; that is, he is more Detailed  in some situations, and Delegates Details in others.  

It is also possible, although somewhat less likely, that he may have answered some of the questions incorrectly in an effort to sway the results in one direction or another.  Although it is more likely to be situational, you should consider interviewing carefully on this point to make sure you are satisfied with his answers to your questions regarding this subject.

SCALE #15:
 VALUE: 7
Handles Stress
Confidence Factor:
 ****

John is good at handling stress. It generally won't affect his performance when under extremely stressful situations for short periods, or normally stressful work for long periods. "A" personalities, like John, are often well equipped for these higher levels of stress in their business and personal life, sometimes to the dismay of their families.

SCALE #16:
 VALUE: 9
Extremely Self Confident
Confidence Factor:
 *****

John is extremely self confident, and unless humility has been learned, he may appear cocky and arrogant to others, especially if they have a much lower level of personal self confidence themselves. This could be a good interview point to determine if too much confidence could be a problem or an asset to the job. Higher levels of self confidence are very normal for "A" personalities and are just a part of their makeup that helps keep them going, especially when entrepreneurial.

SCALE #17:
 VALUE: 3
Intolerant
Confidence Factor:
*****		 John is intolerant of people he believes are not trying hard enough to do or understand something. He doesn't like it when it appears someone is trying to take more than they give or "abuse the system". Often unrealistically, he expects others to conform to the standards he has set for himself. Combined with a low patience level, some people may at times view him as being unreasonable and difficult to work with. However, his intent will normally be for the good of everyone involved. Intolerance in the "A" personality is usually because this personality type is generally focused on the "big picture". He just wants to get the job done as soon as possible. People who he believes are "not pulling their weight" are viewed as a liability and dealt with in some manner.
SCALE #18:
 VALUE: 8
Very Independent
Confidence Factor:
 ****

You'll find that John is very independent and will not want much, if any, supervision beyond what is reasonable for the position. His high level of independence can be an asset in many jobs where constant supervision isn't available or practical. However, if the job he is considering will be overseen and micro manages, John will probably become very unhappy in a relatively short time. He doesn't need anyone else to prop him up, he is quite capable of handling business issues alone, provided his knowledge, experience and skills are sufficient to get the job done.

SCALE #19:
 VALUE: 7
Aggressive
Confidence Factor:
 ****

John is aggressive in his approach to dealing with people and issues. This is not uncommon in the "A" personality like John. Although aggressive, he is not so aggressive that he appears to be a bully or comes on too strong. He knows when to turn it on and off, but can use it effectively when necessary. If the position he is seeking requires a reasonably aggressive approach, such as in many types of sales, for example, you'll probably find he will meet or exceed your expectations in this area. Being a goal oriented person, John will take an aggressive approach to achieving his goals which can include sales or production goals and other responsibilities he may have with the company.

SCALE #20:
 VALUE: 5
Will Be An Advocate With Sufficient Backup and Proof
Confidence Factor:
 *

John can be somewhat skeptical at times and an excellent promoter at others. Being half way between the extremes of a skeptic and a promoter, he has the ability to draw from both sides equally. He won't be extreme in either direction, but nevertheless can be a pretty good promoter once he is confident of all of the facts.

* - A CONFIDENCE FACTOR of 1 Star indicates that John described himself as being much MORE of a Promoter than the 5 described above, but ALSO more Skeptical as well.  There is a good chance that the Confidence Factor may indicate a SITUATIONAL Trait; that is, he is more Skeptical and requires a great deal of evidence in some situations before he can get behind an idea or product, and in other situations, can be a very strong Promoter.

Please note, there are Sample Interview Questions available that address this Trait in the Interview Question section of this report.

It is also possible, although somewhat less likely, that he may have answered some of the questions incorrectly in an effort to sway the results in one direction or another.  Although it is more likely to be situational, you should consider interviewing carefully on this point to make sure you are satisfied with his answers to your questions regarding this subject.

NOTE: This report is not designed to recommend, or not recommend, any individual for
employment or consideration for a particular job. It is provided solely as a tool to assist
those interviewing this candidate to develop more pertinent and in-depth questions
while conducting the interview and evaluation process. Your decision should not be based
solely on the results of this, or any other similar report.   This, and all reports from the Hire Success
System should be used according to the System Documentation and all applicable laws.

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