Wouldn't it be nice to be able to "read" everyone who interviews you ... and to know, based upon their personality and behavior pattern, the kind of candidate they prefer? Well, as part of our service, we help each of our clients do just that.

      We start by helping them gain a very good understanding of themselves. This is important because, aside from just identifying the job title and financial goals, career satisfaction is often dependent on accepting a situation in an environment that is right for you.

      When we initiate our service, you will be asked to spend a few minutes on a checklist profile form that asks you to choose phrases that are either "most expressive of you" ... or "least expressive of you." Prior to our marketing plan presentation, you will then be sent a 12 to 20 page written report to review. The purpose of the profile is threefold.

      First, by understanding your positive and negative traits, you can adjust your communications to best present your strengths during interviews.

      Second, with an understanding of this profile concept, you can more easily "read" the interviewer, and adjust your behavior to leave the best impression. (That will be the focus of this discussion).

      Third, by getting a better understanding of yourself and how you interact and influence others, you will be able to better choose a position and a career environment that will enable you to excel.

      Here's how we help. All of us have certain personality and behavioral patterns ... distinct ways in which we think, feel and act. These patterns often remain stable throughout our careers and are reflective of our individual personalities.

      Obviously, your ability to communicate effectively will be critical to your job search. To influence the person interviewing you, you will do best if you can match the style of that person.

      Everyone's personality can be measured on four scales. How they rank on those scales will determine the people they relate well to ... and those they won't. You and everyone you know have a personality and behavior pattern that is somewhere on the "D" scale ... the "I" scale ... the "S" scale ... and the "C" scale.

      Everyone's profile can be viewed in terms of these four dimensions of behavior. Your first key is to understand them, and how others may view you. To enhance your effectiveness, you need to determine which pattern your interviewer falls into, then communicate in that same dimension.

      The current profile we use has been completed by more than two million professionals. Its key indicators include Dominance (D); Influence (I); Steadiness (S); and Conscientiousness (C). Here is a simple explanation.

      1. The degree to which you are a high "D" reflects your need to be in control ... your need to direct and dominate. This is opposed to a low "D" ... those who prefer to take a lesser role in the background and be a team player. Someone who is very high on the "D" scale is often demanding, forceful, decisive and competitive. A person low on the "D" scale is often unobtrusive, conservative, modest ... someone who weighs pros and cons.

      2. The degree to which you are a high "I" reflects your need to be involved with people, interacting with them and influencing them. This contrasts with a low "I", where people have a preference for, and work best, alone. Someone who is very high on the "I" scale is often persuasive, enthusiastic and sociable. Those low on the "I" scale are often controlled and more reticent.

      3. The degree to which you are a high "S" reflects your preference for predictable structure ... situations that are stable and steady. This is opposed to a low "S" ... those who prefer environments that offer variety and constant change. Someone who is very high on the "S" scale is often loyal, predictable and patient. Those low on the "S" scale are often change-oriented, restless, and tend to dislike the status quo.

      4. The degree to which you are a high "C" reflects your preference for procedures and order, environments that allow a cautious, systematic and fact-finding approach to problems. This is opposed to a low "C" ... those who prefer environments which allow spontaneous, independent, risk-taking actions. Someone who is very high on the "C" scale is often conventional, accurate and restrained. Those low on the "C" scale are often independent, arbitrary and sometimes defiant.

      Naturally, there is no right or wrong here. Where you and your interviewer fit on these scales indicates what is "unique" about both of you. If you are not used to this particular form of personality profiling, this may seem somewhat complex upon first review. Once you are familiar with the concept, it is remarkably easy to use.

Reading Your Interviewer and Adjusting What You Project Many of our clients have used the principles explained in our profile report to "read" the likely preferences of the individuals who interview them. Since all personality types fit somewhere within the same four scales, our clients who understand and practice this concept are often able to judge where someone sitting on the other side of the table likely fits.       For example, in an interviewing situation, someone who is high on the "D" scale is often, but not always, formal. Their feelings may be unexpressed and they tend to maintain a cool or closed posture. Many top executives are high on the "D" scale. When they question you, their focus will be on "what you did" ... the actions you took ... rather than "why" you took them.       If you identify the interviewer as high on the "D" scale, that person will be looking for someone who is very bottom-line in their orientation. These people prefer others who are brief, to the point, and decisive like they are. They often make hiring decisions quickly, and prefer those who seem efficient and who place a priority on goals and results.       Someone high on the "I" scale can be identified in the interviewing situation. These people are often animated and express their feelings quite readily. They tend to adopt an open posture and are warm by their nature.       When they question you, they will be looking for how you managed people, who you worked with in getting consensus and making your decisions. They will be much less likely to concern themselves with "what" you did, or "why" you did something.       Chances are this person will prefer candidates who are like themselves ... expressive and sociable. They will focus on how interesting you are, and will have less desire to evaluate you in terms of details. They will enjoy testimonials and war stories.       They usually put a priority on people skills and are likely to make hiring decisions based upon emotions or gut feel. This type of person does not relate well to those who give complex explanations, or who prefer to work alone rather than as part of a team.       You can sometimes easily recognize a person who is high on the "S" scale. These people also tend to be relaxed and warm. They too express their feelings and tend to be more casual and open. When they question you, their focus may be on "why" you did something rather than "what" you did. And, they generally appear stable themselves.       Someone with a high "S" is going to be focusing on service to the company. They will be looking for people who project stability and steadiness. You don't want to overpower this type of person or you might offend them. These people often make hiring decisions in a deliberate manner and like to be assured of a person's stability. They dislike people who tend to be unpredictable, or whose opinions might represent any form of conflict.       People who are high on the "C" scale are sometimes less expressive and cool. They will often adopt a closed posture and will be more formal in their questioning. They too will focus on "why you did something" ... trying to analyze your response. During their questioning they usually put a priority on product or service quality and analytical decision-making.       This individual responds best to people who demonstrate they are conscientious, accurate, analytical and fact-finding in their approach to problem solving. This type of person disapproves of people who appear to be disorganized, or who provide unclear explanations when answering questions. They respond to logical approaches and make hiring decisions in an analytical way.       It only stands to reason that if you can get an accurate reading on the person who might be responsible for selecting you over others ... you will be better able to control the situation and project the image in best keeping with their likely preferences. © 2010 Robert J. Gerberg    All rights reserved