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PDS – The New Tool to Help You Hire the Best

Guest post by: Barbara Garro

Article Overview: Hiring right the first time, every time takes preparation, knowledge, commitment and luck. My Personality Detective System can help, because it helps you understand where each candidate is coming from it his or her way of looking at the world.

PDS – The New Tool to Help You Hire the Best





How happy would you be to find a system you could trust when it’s time to fill your company’s positions?

My PDS (Personality Detective System) can be tremendously valuable, but a lot depends on your hiring process. You need to know clearly the job you want done by each individual hire and you have to make sure that you have a plan in place to orient the new employee to your company’s policies and practices. Do you have a New Employee Booklet that explains what they can expect from your company and what your company expects?

When I interviewed Patrick H. O’Leary of O’Leary & Associates of Cleveland, Ohio, who has been interviewing for over forty years, he said, Personality is the largest single factor in any hiring interview situation.

You can find out many things about a candidate’s character when you do pre-interview work to prime your hiring process pump. Look beyond the candidate’s attempts to dazzle you to glimpse that everyday person who will come to work at your company. For example, the resume and the application tell you only what the candidate wants you to know and hopes you will believe. Look closely for gaps in experience. Hand-picked candidate references are likely to stress a candidate’s assets. Former employers may be afraid to volunteer liabilities for legal reasons. That means you have to do some high quality detective work before you call them, so you can ask position specific questions about possible work ethnic and personality traits and get truthful answers.

Your hiring mission is to learn whether a candidate will be successful in a position with your company over the long-term. That means you want to find out how well candidates express themselves and if they give you answers that you can believe are true.

For example, how can you rely on an individual’s performance if you have no idea what performance means to your candidate? Look at each position as problem solver. Take the problem apart piece by piece. Devise questions for the interview process to learn how a candidate would go about handling the position’s problems. Add to that the personality characteristics necessary to succeed in the position and you have the raw material needed look at both job-related skills and experience as well as personality traits.

Here are twelve character traits you want to know about each candidate:

1. Do they have a history of being reliable and dependable?
2. Do they show a commitment to honestly do what the company needs them to do?
3. Are they capable of high quality productivity?
4. Do they have a history of getting along well with people?
5. How is their energy level?
6. How is their ability to keep their focus?
7. Do they have a positive attitude?
8. Are they skilled at problem solving and making decisions?
9. How creative are they?
10. Are they respectful and mannerly?
11. Do they show confidence?
12. Are they teachable?

My Personality Detective System (PDS) can sharpen your interviewing skills by giving you a clear self-understanding and knowledge of personality types.

PDS is based on the Enneagram, a user-friendly personality typing tool that highlights nine different personalities that show a balance sheet of assets and liabilities. No perfect bosses or employees exist. In hiring, PDS can help you assess each candidate’s type that will show you how a candidate solves problems, handles stress, makes decisions, and behaves in relationships.

How do you know you have picked the right PDS type for each candidate, especially when you are learning PDS? PDS helps right away by allowing you to choose from the information you have the candidate’s Preferred Thinking Style: Instinctive, Cerebral, Emotional (ICE). This you can usually figure out from the information you gather: resume, employment application, background and experience check, education, and references.

Now, let’s look at the Enneagram’s nine personality types with a PDS hiring slant.

Three of the Nine Types Use an Intuitive Thinking System

· The Eight: I can work independently, know what to do, make the decisions necessary to do it and get it done

· The Nine: I am a team player, creative with good skills and a strong sense of responsibility

· The One: I am responsible, organized, fair and committed to doing the best job possible

Three of the Nine Types Use a Cerebral Thinking System

· The Five: I learn quickly, am good at gathering and disseminating data, offer innovations, and am dedicated and committed

· The Six: I am a hard-working, team-building, loyal worker who wants to get along well with people

· The Seven: I am a good communicator, an energetic, intelligent problem-solver who cares about the company’s success

Three of the Nine Types Use an Emotional Thinking System

· The Two: I will come early and stay late if there is any problem. I will take care of things, but I get angry and frustrated if I feel I am not appreciated

· The Three: I am dedicated and organized and throw myself into my job. I like to solve problems and can see the big picture

· The Four: I care about people, am a good listener, able to understand when someone is unhappy

O’Leary cautions with a reality check that knowing yourself may be more important than being able to accurately type each candidate, The Enneagram is not a magic typing tool to use on other people. Its value to hiring decision-makers is that it offers a profound insight into their own personalities…their own strengths and liabilities in the hiring process. It actually gives the interviewer a very accurate accounting of how the interviewer is reacting to a candidate. Being able to type the candidate accurately is difficult and may not be essential to the process.

LEGAL CAUTION: Make sure you know the questions state and federal hiring laws forbid asking, such as about race, color, religion, sex, national origin, ancestry, marital status, physical hardiness, mental hardiness. The best rule-of-thumb to use is to avoid questions that do not relate directly to the open position.

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Article Tags: Finding the Best, Hiring, Knowing the Employee You Hire, Personality



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