Plus-32™ personality profile technical information & theory

 The Personality profile program was based on the temperaments theory which deals with five distinctive personalities that originated with Hippocrates 400 B.C.

 We all consist of different percentages of each of the four main groups, which makes up sixteen distinct personalities. Adding in the fifth personality ("E") which is an equal percentage of all four personality types, we now have 17 different and distinct personality types.

 The profile program uses words associated with each of the four main groups to define to what degree an applicant is in each of the four main groups. Each group has a definite pattern of talent and character traits which makes up the group. The program reviews all the answers (numbers) the applicant entered and cross checks each one for inconsistencies in relation with each other answer. If an inconsistency is found, the program red flags that answer and continues on with the next answer. When a corresponding answer is found for the inconsistent answer, the program reviews all other corresponding answers to determine what would be the most logical answer for that word and corrects the number. After this procedure is accomplished, the program checks for patterns of known human nature behavior to determine if the applicant is actually one type personality trying to be or looking to be like another type. If this is the case, the answers are reviewed once again and corrected to reverse the pattern to show the true personality percentage.

 Each answer is scored by number as to the strength of that trait after the above corrections are made. Points are added or deducted from a total of fifteen to show a chart of character and talent traits from 1 being very weak to 15 being extremely strong. This chart and interview questions allow the interviewer to direct the interview based on the weak or extreme traits the applicant has.

 The description pages explains for the novice what they may expect to see in the applicant in each different talent and character trait. There are four main paragraphs associated with each trait and may have up to eight additional sentences relating to another traits which affect this trait. There are a total of 18 traits.

 The report provides a consistency level of 1 to 20. The higher the score, the more valid the report will be and the less inconsistencies the applicant had. A score of less than 13 for any other personality type except the true "E" is considered not valid. This would mean the applicant tried to sway the results or does not know themselves very well. A consistency score of 17 and above is considered to be very good and the report should fall between 80 to 95 % correct. Any inconsistencies may be reviewed in the interview and the truth found. 13 to 16 is average and should fall between 65% to 80% correct. An example would be , if an applicant received a score of 4 in detailed and was applying for an accounting position, the interviewer would Red Flag this in order to dig deeper in the interview. The applicant may be more detailed than a 4 but will never be a 10 to 15. A 6 to 8 might be good enough for the position and the interviewer may feel this applicant may work out in that position.

 The profile also uses a "benchmark" system which allows the user to compare the applicant with a known employee. This method uses the 18 different character and talent traits plus the personality type to do the calculations. Using this method the interviewer will instantly know if the applicant has the traits and personality of the benchmarked employee or is anywhere close. This method saves time for both the applicant and interviewer.

 We have found each position requires a different type of personality with different degrees of character and talent traits. Management styles, location and many more characteristics make benchmarking essential.

 Most good accountants we tested were C/A or C/D type personalities. They were very patient, detailed and analytical. To hire someone for this position that did not match these qualities, would be asking for trouble. The main problem in interviewing without testing is, you can seldom tell in an interview if the applicant has these traits and what Personality the applicant has. Once the applicant is hired, it is too late by the time you realize they don't have what it takes. The time and money has been spent, lost production, data and records prevail and if you terminate this employee, you chance getting sued for one reason or another.

 Since the profile may be filled out and a report run before the interview, the interviewer may not choose interview an applicant that does not come close to the benchmark. This also allows for the interviewer to send the report to other departments for their evaluations based on their own benchmarks , thereby giving the applicant and the company a better chance of finding the right position for this applicant.

 Reviewing the resume and the profile report will provide an interesting comparison of the applicants true qualifications.

 Reading the profile sheet will provide further insight into the applicants frame of mind. "Life of the party", "Attention getter", "Aggressive" , "Logical", "Moody" and other traits will allow you to see the applicants inner most self.

 We have found most applicants are fairly honest in taking the profile, more so than current employees. Current employees may not take the profile seriously or are afraid to answer honestly. Applicants are more afraid of lying because it may show in the report and hurt their chances.

 The profile program is a great interviewing tool. Used correctly it will save time and money. It will improve moral and production.

 Learning to read the report and read between the lines takes running only a few reports and reading the System's Management Book (documentation) explaining the different personalities and how to manage and motivate them. Once the program becomes familiar, you will need to print only page 2 of the report, the chart to know the complete picture of the applicant applying for the position. 

 In our validity studies, 95% of all applicants agreed with their reports. No one receives a "good" or "bad" report. Each occupation needs a different type of personality with certain character and talent traits. The key to successful hiring begins with knowing which type best fits the position which is accomplished with our benchmark program using the best employee's in that department. Validation is determined by the user, by testing well known applicants to validate the accuracy of the system for themselves.

View a sample report