HIRE SUCCESS^. EMPLOYMENT TESTING SYSTEM
PERSONALITY PROFILE
SAMPLE INTERVIEW QUESTIONS

Report Number
3
Created:
7/26/2004

Rem: 97

Prepared For:
Adam Baker

Prepared For:
Malim Peformance Management Sdn Bhd
Phone:
603 7880 9003

Primary Personality
Type Is:
"A"

Strength Of This
Personality Is:
35.3%

PLEASE READ: This section of the report provides some practical applications of some of his personality traits and what it may, or may not, mean to you in the workplace.

The questions were developed to assist in  the interview and highlight only the personality traits that are very strong toward one end of the trait scale or the other.  This is not an implication that there is any problem with having a strong tendency toward that trait, since there is no way for the system to know what you might be seeking from this particular applicant or for the job which he applied. 

Questions are also generated if the system's confidence factor is below average or low in any one or more of the Trait Scales.  Although the scale value is probably quite accurate, the low confidence indicates Adam tended to describe himself in more extreme terms representing both sides of the scale.  That is, he may feel he possesses characteristics that represent traits on both sides of the scale. This is most often the result of viewing these characteristics and traits as "situational"; that is, he could be more like one trait or another on the scale depending on the situtation. Though not unusual for people to describe themselves this way, it is good to discuss these situations in the interview so they can be resolved to your satisfaction.

Trait Descriptions
With Corresponding Confidence Factors

Overall Confidence For This Report Is
HIGH

SCALE #1:
  Very Extroverted

Scale Value: 8
Confidence Factor:
*****

• Do you often find you don't seem to have enough time in the day to get everything done you might like? If "yes", then please expand on this. (What you will want to discover is if he tends to socialize with others, and does that effect his productivity, and perhaps the productivity of others. This would also be a good question to ask previous employers.)
• When you're around a group of people, especially people you are acquainted with, do you ever find it difficult to just sit back and listen without interjecting your thoughts, ideas and comments? (Some jobs not only require someone with an outgoing personality, but also require them to be a good listener. You may want to discover if Adam has learned how to be a good listener as well as a good talker.)

SCALE #2:
Very Organized

Scale Value: 8
Confidence Factor:
*****

• Would you rather have a project done a little late, but with everything in perfect order, or would you consider it more important to turn it in on-time even if it wasn't perfect? (Sometimes highly organized people may not get as much done because of the time them spend paying attention to details, that in the big picture, may be nice, but not essential. You want to try and find out if this would be a problem or if his organizational skills will help get things done better, faster and more efficiently.)
• Do you have your own "system" for filing and organizing things in your office? (Some people are so organized, only they can understand their complex system of keeping everything in its place.)
• (If being considered for a management position: ) How do you feel when people who report to you don't seem to do things as neatly and orderly as you? Do you try to get them to improve their organizational skills? (What you may want to qualify here, is if he may try to force good people, who aren't as organized, to change their personality to be more like him. In some cases, this can cause problems and conflict and cause productivity, and perhaps morale, to diminish. If this could be the case in the position for which he has applied, be sure and probe even further if you believe this could be an issue.)

SCALE #4:
Extremely Decisive

Scale Value: 9
Confidence Factor:
*****

• Does it bother you when some people seem to take forever to make a decision?
• (If "yes" to the above:) Do you ever tend to go ahead and try and make the decision for them so you can get on with whatever you're doing? (If he is in a management or supervisory position, you may want to know if his decisiveness could be a problem with the people who report to him, especially if they are very detail oriented. Remember, Adam is also impatient and doesn't like to wait. Just be sure this won't be an issue for you later.)

SCALE #5:
Scale Value: 8

Very Analytical
Confidence Factor:
*****

• Do you often feel as though you are being rushed or pressured to make a recommendation or decision before you feel you have thoroughly analyzed all of the information and facts concerning the issue? Is so, please explain. (Try to get him to open up and try to discover if his strong analytical nature will be a benefit or a problem in the position for which he is being considered.)
• Have you ever missed opportunities because you had not fully evaluated and analyzed the facts and the risks before the decision deadline? (If you are able to discover instances of this, it is possible that he focuses more on analyzing the facts rather than the opportunity itself, which in many cases, may be what you are looking for. Try to get him to talk about some examples of this if he answers "yes".)

SCALE #9:
Scale Value: 8

Very Goal Oriented
Confidence Factor:
*****

• Do you believe long term goals (strategic objectives) are more important than the short-term achievements (tactical objectives)? (Try to develop some conversation to help determine if he may have a tendency to let the means justify the end.)

SCALE #13:
Scale Value: 8

Very Persuasive
Confidence Factor:
****

• Have you ever been told you could convince anybody to do just about anything? (Here, you'll be looking to see if he says "yes" and is proud of it. This is not necessarily bad, but make sure this is what is needed for the job for which he is being considered.)
• Here's a question to ask previous employers if applying for a sales related position: "After Adam persuaded a customer to do our buy something, did you ever experience customer dissatisfaction where their expectations were not met by what Adam told them up-front? ( Here, you want to find out if Adam is so persuasive, he can persuade people to do or buy things they don't really want or need or if the product, for example, didn't meet the expectations Adam set during his presentation.)

SCALE #14:
Scale Value: 8

Very Detail Oriented
Confidence Factor:
*****

• Do you find it hard to just summarize things and not cover every detail you think others need to know? (Often, very detailed individuals don't want to appear to be hiding anything or to have left something out and thus go into considerable detail, if for no other reason than they would want that much detail themselves.)
• Briefly tell me about the greatest accomplishment in your career? (See how much detail he gives you about this topic.)

SCALE #15:
Scale Value: 8

Works Very Well Under Stress
Confidence Factor:
*****

• Since you seem to handle stressful situations well and work well under pressure, how do you like a low-key environment where there doesn't seem to be very many demands made on you? (Just try to determine, to your satisfaction, that he won't get bored or try to create pressure when little or none is present.)
• Some people seem to think they work best under a lot of pressure. How do you view yourself in stressful situations?

SCALE #16:
Scale Value: 9

Extremely Self Confident
Confidence Factor:
*****

• Tell me about the most important qualities or assets you believe you will bring to this job? (How he responds may provide some insight as to whether or not pride and arrogance seems to be involved, or if he just knows his own talents and traits and is confident they will benefit your company.)
• How do you feel about people who often seem unsure of themselves? (Most people won't be as self-confident as Adam and you may want to make sure he doesn't hold a negative view of people who appear to him to lack confidence when compared to his very high level.)

SCALE #17:
Scale Value: 2

Very Intolerant
Confidence Factor:
*****

Adam is very intolerant. Some jobs require a person who will not tolerate problems or people who are not performing up to expectations or according to the rules. However, if you believe this could be a possible problem in the job for which Adam is being considered, then you may want to develop a short conversation about the following points:

• How do you feel when other people seem to not be following proper procedures or not perform up to your level of expectations? (Try to get an understanding of his perspective so you will have a better idea as to whether or not his intolerance could be viewed negatively in the workplace.)
• When you believe you are right about something, how do you react to people who may question your logic or disagree with you? (Sometimes intolerance will manifest itself with some level of anger when other people are not agreeable.)

SCALE #18:
Scale Value: 6

Somewhat Independent
Confidence Factor:
*

As applied in this system, Independence is ones ability, and often desire, to work alone or with little or no supervision. The opposite of desiring to be independent, or alone, is to be with others, and thus working in a group or in a "team" with people. This is not implying that someone who is Independent can not be a "team player" in the sense of supporting and working for the goals of the "team", but rather prefers doing things their own way, or without being supervised. Therefore, when describing a person who prefers to be in part of a "team" or "group", is indicative that they work better with the support system of others around them for feedback, encouragement, as well as supervision and direction.

With this in mind, you may want to develop some dialog with Adam to be sure you know just how independent he really may be in your work environment. Consider the following questions:

• Do you prefer to be a supervisor or be supervised?
• How do you feel when a manager is always looking over your shoulder and reminding you of what and how you should be doing your work?
• Do you feel more comfortable working with or around others for support, encouragement and their ideas and feedback on day to day issues?

SCALE #19:
Scale Value: 8

Very Aggressive
Confidence Factor:
*****

• If you need information or an answer from someone right away, what would you normally do to get that from them now even if they aren't willing or interested in dealing with the issue or you at the moment? (Try to get him to expound with enough detail that you can be comfortable he won't appear obnoxious to the people he may deal with. Try to use examples from the job for which he has applied.)
• How do you feel when a "high pressure" sales person keeps trying to "close" you on the spot? (Even though they may not give in, highly aggressive people will probably know what they're up to and have some degree of respect for at least trying.

SCALE #20:
Scale Value: 8

Excellent Promoter
Confidence Factor:
*****

Being a strong "Promoter" may be a favorable trait in many positions, perhaps the one for which he is applying. What you may want to inquire about is could he be perceived as promoting "hype" rather than just the solid concepts you want people to hear. Because he is very persuasive as well, these traits can work harmoniously when handled positively, but can backfire at times if he hasn't learned when to turn it off or doesn't appear to know all of the facts. Consider the following questions to make sure he has mastered this trait and sticks closely to the facts.

• When someone comes along with what sounds like a great idea or opportunity, do you tend to get very excited about it and tell everyone you think might benefit from knowing about it too? (If he answers "yes", then he may have a tendency to believe what he hears and repeat, and possibly embellish, what he has heard to others. Someone with a bit more "skeptic" in them will probably want to study all of the facts and data before telling anyone else. Try and think of a situation he may encounter within your own organization and probe further until you are satisfied with his response.
• Do you enjoy watching people get more and more excited about something you may be telling them about? (If "yes", you may want to probe further and find out if he gets more excited himself about whatever he is talking about when he sees other's excitement. Determine to your own satisfaction that he won't begin to embellish the facts in order to get people more excited and interested.)

Rev. 2.0
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