All applicants are treated equally, based on the answers they provided.
The five types of personalities reviewed are :
1: The  A  personality - Very strong, decisive, independent, risk taker, take charge type.
2: The  B  personality - Outgoing personality, good sense of humor, talkative, enthusiastic.
3: The  C  personality - Deep and thoughtful, analytical, and usually a perfectionist.
4: The  D  personality - Low key personality, calm, usually patient and consistent.
5: The  E  personality - An equal combination of all 4 personalities.

No person is ever only one of the above types, but is a mixture of all four. There will be a dominating personality if the questions were answered honestly. The Secondary type may be close to one of the other types and may or may not be as strong as the dominate personality.

The chart on page 2 shows the main type scores as well as the character and talent traits Margaret has. If the percentage is 30 % or higher, Margaret will be very much like that type. The other types will also have an influence on Margaret 's day to day behavior.

Use the character and talent traits to read into the true Margaret . If there are very strong traits you will then know what the benefits and / or drawbacks will be. The consistency level will show how consistent Margaret was in filling out the profile sheet. Use this score as your validity benchmark when reviewing the report. We strongly suggest reading the Management Book or the help section before trying to evaluate this report.

We have taken every precaution as to the results of this report. Remember, this is only a guide/tool and other means of evaluation should be used as well. Neither B.R.G. nor anyone associated with this program accept any responsibility for your actions or decisions based on this report.

Note: Margaret has a low confidence score. Please read the confidence section carefully. Even though this score is low, you can have the utmost confidence in the reliability of this report.

Plus-32 employment testing system (tm) Copyright(c) 1987 - 2000 By B.R. Garrison. All rights reserved worldwide.
For more information or help reading this report call  941-505-9327

Consistency Score:  18 out of 20. Note: Margaret has a low confidence score. Please read the confidence section carefully. Even though this score is low, you can have the utmost confidence in the reliability of this report.

Dominating Personality = A   -   Secondary Personality = C   -   Least like Personality = B
Margaret 's Personality Type is A / C

The table below scores each character & talent trait from 1 = Weak < to > 15 = Extreme.

The A-Type is one of the most sought after types in the business world. The A-type personality is very strong and their abilities will enable them to accomplish most anything. A born leader, very aggressive and sometimes demanding. They have a compulsive need for change and like to be in control. Don't try to hold down the A-type for long. This type of personality is strong willed and decisive to a fault. The true A-type is quick to learn and will want and need to rise to the highest position. More into achieving goals than pleasing people, the A-type will sometimes step on some toes. They manage and survive using the 'bottom-line' approach. Don't place a lot of restraints or restrictions on them and allow them to work independently and set their own schedules. The A-type personality is very strong and needs another A-type to manage them. They will become bored or upset with another personality type managing them and will leave quickly. Keep the work challenging with minimum supervision and good monetary rewards to keep them happy.

Margaret will tend to act like the above description on a day to day basis. This is her highest type score. Depending on the secondary type, Margaret may not have all of these traits. At times we pull traits from both the dominant and the secondary types. Look at the secondary personality type as well as this dominate type to get a complete picture of what you can expect from Margaret .

Type C is very deep, analytical and serious. They like to be involved in projects that are controlled and stable. They can be very creative and talented. Conscientious of others and self sacrificing. They are idealistic and appreciative of beauty. Usually a perfectionist with high standards and uses rationale and logic. Very persistent and detail conscious they will look at all sides of a problem before making a decision. They spend more time organizing than any other type. They are loyal and make good employees if their conditions are met.

At times you will see Margaret use the above traits. We all tend to use our secondary type when we are pushed into an uncomfortable position or we need to act differently to get something we want. We seem to pull the secondary type from one of our parents, a spouse, a mentor or a close friend. The type closest to the dominant type is C type.

Margaret 's personality type is A / C.

Margaret appears to be able to handle up to  10 major problems or stressful situations at one time. On a day to day basis Margaret is very well balanced and handles stress and pressure well. She will work very well in a high pressure, stressful position for long periods of time.  She may hold her emotions deep within herself so a bit of exercise or outside activity may be needed to vent these emotions.

Margaret is above average in sensitivity. She is aware and usually is in tune with others wants and needs. She is very much aware of her  surroundings. This is a good trait for sales in reading customers or for customer support functions and management.

Margaret is very compassionate. If she realizes someone is in need she will want to help. Margaret is self sacrificing and very idealistic. She is very humane and caring toward others feelings and needs. Common in  C or D personalities or with creative, talented people. This trait may be what you are looking for but in excess, this could turn into a negative. If Margaret is in management, she may overcompensate employees or spend too much time worrying about employees personal problems. Review the interview questions under compassion. Margaret is sensitive and when she realizes a problem, she will act.

Margaret is very, very patient. You will never rush her into a bad move. She will wait for the mountain to come to her if she thinks it will. She is the type to stick with a project until the end.  She will have the patience to analyze every angle to ensure it is the correct answer or direction. Margaret will become upset with people who try to rush or push her into a bad move or decision. If this is a sales position, Margaret may be too patient and not close deals or spend too much time on making deals.

Margaret is above average in her creative talent. She isn't a creative genius but will accomplish most creative tasks with zeal. She has a good memory and is usually busy working on new ideas. She should work out fine in a creative position that challenges her mind. Margaret should have a high energy level.

Margaret dislikes or distrusts people. She has some scars to heal. She needs time to herself and may not work well in a large group or team effort. Margaret dislikes noisy work places and prefers her space and solitude. This will become an issue if the position requires working with others on a daily basis. She is usually consistent, serious, idealistic and a thinker. Margaret sometimes hides her true feelings towards other people. Margaret will act outgoing when she needs to. Margaret has a very good interaction level which means others will like her .

This trait shows the approach Margaret will take with tasks and making decisions.

Margaret is very analytical. She spends hours analyzing everything around her . She should be good with numbers and rarely takes anything at face value. She is skeptical, persistent and should do well solving complex problems or situations.  If this position requires making many decisions that must be made fairly quickly, you should review the decision section in the interview questions with  Margaret .

Margaret is above average in her detail traits. She is seldom sloppy, but is not a fanatic in this area. She will overlook small details if she feels they're not very important. She should do fine on filling out paperwork and taking care of most details.

This score is a combination of how fast, how many and what type of decisions Margaret will make on a day to day basis. A score of 1 - 5 indicates slow to make decisions. A score of 6 - 9 shows a good decision making level with 7/8 being the perfect balance. A score of 9 or above indicates quick decisions with little or no thought behind them.

Margaret is not very decisive. She will not make quick, instant decisions, she likes to weigh the facts. She is very analytical and will look at all sides before making a decision. May tend to procrastinate in making some types of decisions. She is stubborn, it will take a lot to change her mind once it is made up. Decisions made will be based on facts & instincts.

Margaret is very independent. She needs little help and prides herself on doing things on her own. She has few true friends and rarely asks for, or takes advice. She is persistent, self reliant and skeptical. She will work very well on her own with little direction or supervision. She may dislike direct supervision and needs to feel in control. She will become very unhappy if over managed or held down. Margaret may not make a good team player unless she is the leader.

Margaret is average in persuasiveness. Margaret would not make a great diplomat or speaker but can usually get by with wit and charm. She may have some problems persuading others to see her way or conveying ideas. If this position requires a persuasive person, you may wish to have an indepth interview in this area. Margaret also uses her personality to get what she needs.

Margaret is above average in her aggressive traits. She will go after something she wants with zeal but will not overreact. She wants to be #1 and the first one to seize the opportunity at hand. Margaret is competitive, restless and should have a high energy level. You will need to keep Margaret fairly busy and challenged to keep her happy and productive.

Margaret is above average on stubbornness. She is no ones fool. It will take a good argument to change her mind. You'd better have your facts correct and be very persuasive to change her opinion or decision. She may not be very open minded or flexible. ( A good interview point ) The independent level is also high. This may affect the way Margaret takes direction or advice. ( A good interview point )

Margaret has above average goal setting levels. She likes to set goals but is not a fanatic. She likes to know the road ahead and where she is going. She will use her goals as her road map to succeed. Be sure to review your companies goals with Margaret to ensure compatibility and compliance." A good organizer, who views the whole picture. Makes long term as well as short term goals.

Margaret has most of the character and talent traits needed for good time management skills. If she has learned time management, you should have few problems in this area. If not, a good course would be beneficial. Time management skills are a learned trait. We have no way of knowing if Margaret learned the skills. The above observation is based only on the way she answered the profile and her personality type.

The confidence level is an indicator of the applicants frame of mind at this time. The higher the score, the more confident the applicant is. A score of 10 or less would indicate the applicant is experiencing a business or personal problem at this time which is directly affecting their confidence. The lower the score, the deeper rooted the problem is and the more likely the applicant will bring this problem to work.  Margaret may be having a personal or business related problem at this time which is just beginning to affect her . This may not be an issue now but could present a problem in the future. Ask about her supervisor, problems with her last position or family related issues. Margaret 's confidence level may affect some of the other trait scores and shows how the problem is effecting her at this time.

Below are the extreme traits which should be used as interview questions. We have provided a few questions for each trait that you may wish to ask the applicant. As you well know, each question should be followed with why or why not and will lead to other questions. Be careful of the type of questions you ask. Your local, state and/or country laws may prevent questions about age, religion, health and such to be asked. You may however talk about these issues IF the applicant brings them up in conversation.

Will the applicant be too compassionate and make decisions based on emotions not facts? Will they over compensate others? Will they spend more time helping others than doing their own work?

Questions:

Do you feel most employees give 100%? -  Are they honest?

Do you feel employees should be compensated for good work beyond their pay?

What would you do in the following situations?

You found one of your employees were not giving 100% or being honest?

You found one of your employees were taking illegal drugs or had an alcohol problem?

One of your employees needs time off to take care of their sick mother or friend?

You caught someone taking reams of paper home from the office?

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The applicant appears not to like making decisions or will procrastinate making decisions. This may bottleneck projects or cause lost production or opportunities.

Questions:

Do you often feel pressured to make a decision before you have analyzed all the facts?

Have you ever missed opportunities because you didn't have enough time to analyze them?

Do you like to make decisions?

Would you make a quick decision if you had a good gut feeling about it?

Do you believe most people make bad decisions because they don't have all the facts?

Comments _________________________________________________________________

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Will the applicant follow direction, take advice or will they do what they think is correct and ignore company policy or their superiors direction?

Questions:

Do you ask for advice often - and why or why not?

Do you take advice very often - and why or why not?

If you were told to do something that you felt would not work, what would you do?

How do you feel about working as a team player, under someone else's direction?

Can you take constructive criticism ? Do you ever admit you were wrong?

Could you assign other employees to do part of your work ? Would you trust them?

Comments _________________________________________________________________

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Can the applicant convey their thoughts effectively ? Can they sell a product, idea or service?

Questions:

Do you feel you can convey your feelings and convince someone they are true?

In your opinion, what is the best (name a product) on the market today and why?

Give me 3 good reasons why should I hire you.

Tell me what your experience in (sales, accounting Etc.) has taught you about being successful.

Give me 3 good reasons why you will make a good employee.

Comments _________________________________________________________________

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Remind Margaret  she is part of a team and she alone cannot do the job. The A-type personality is strong and very independent and thrives on freedom. The best way to approach them is to say 'What do you think of doing it this way ?' rather than giving a direct order. The A-type usually acts like the D-type personality when they are at home relaxing so they view the D-type as being lazy or not giving 100%. They need to realize the D-type IS working in their own special way. Ask her to be more tolerant of fellow employees and try to help others reach their goal. Present this as an opportunity for her to get the inside scoop and get results. The A-type needs to be managed by another A-type. Other personality types are seldom strong enough to manage them effectively. Advise Margaret to be as decisive as possible and to ensure she keeps to the project schedule to reach the company's goals.

Calculations performed =  14518     Font Used : Times New Roman, 12   Version 4.0.3

Plus-32 employment testing system (tm) Copyright(c) 1987 - 2000 By B.R. Garrison. All rights reserved worldwide.
For more information or help reading this report call  941-505-9327