Personality Evaluations Archive
Sunday, January 29th, 2017
“If you wish another to keep your secret, first keep it to yourself.” Seneca
Everyone has secrets, ranging from inconsequential to momentous.
Secrecy is an integral part of the human experience, largely having to do with the mostly harmless natural defense mechanism to maintain your peace of mind and save face.
For example, you don’t announce to your Facebook friends the graphic details of your most recent red-hot fling to save yourself the embarrassment, even though such posts would be exceedingly entertaining and could make you a social media star.
Sometimes you’re required to share your secrets, such as within a business or investment partnership.
Secrecy is desirable in matters of confidentiality; discretion is necessary to protect proprietary information.
Although it’s feasible extreme secrecy can be a serious liability in partnerships, keeping one’s mouth shut is generally considered advantageous. As long as the intent isn’t to deceive, and extreme withholding doesn’t infringe on trust between associates, it won’t cause problems.
Of all the personality traits I consider in my character analyses, secrecy is one of the most fascinating for me to examine. It’s very easy for some to keep secrets, but impossible for others.
Extremes are easy to discern, particularly involving people who can’t keep it zipped even if their life depended on it.
Other than my or another professional’s analyses to warn you ahead of time, a way to know if you can trust someone is to spend a lot of time with them. Unfortunately, you open yourself up to a lot of risk in doing so.
It’s okay to keep secrets. In fact, it’s necessary in many cases, such as guarding exclusive information or protecting someone’s safety.
Make sure you avoid trusting the wrong person, but also avoid unnecessary, extreme withholding.
Copyright © 2017 Scott Petullo
Monday, November 23rd, 2015
People never change much. Instead of rejecting this reality, making your life more difficult, try a different approach.
“Many people change their behavior for the better after long struggles, such as with obesity, addiction or finally finding the right relationship or career. So how can you say people don’t change?”
Aside from addicts who get clean and sober, how often have you known someone to change so much you don’t recognize his personality? Never, if you know his true character.
Someone with an addictive personality will always have an addictive personality, and a jerk still has those red flag personality traits seething beneath the surface.
As I say in this blog post, “Discipline and perseverance can lead to small, incremental change, such as finally kicking unhealthy habits, but your overall character remains the same.” Your true nature remains the same no matter what you do.
I say in this blog post, “Handwriting analysis (graphology) shows how a person thinks and acts, along with their emotional balance, maturity, and much more. It denotes past conduct and displays potential for future behavior.”
I assess character as I perceive it now, though I’ve found that people’s core personality traits generally don’t change, just like people’s looks and voices don’t change much; you’ll still recognize her voice or know who she is after not seeing her for years.
Demanding that someone change the way she is will make your life miserable. Instead, just accept that people are who they are, and why not prepare for potential problems? I’m an optimist, not a pessimist, and very pragmatic.
Find out as much as you can about someone, before investing too much time, money, or emotion, because understanding more easily allows you to accept him or her as they are (and limit your risk).
“Money and success don’t change people; they merely amplify what is already there.”
Copyright © 2015 Scott Petullo
Monday, November 16th, 2015
No matter how high performing an employee, if she’s repeatedly disruptive and problematic to others in the organization, it’s best to fire her. The disruption and demoralization of the staff overshadows revenue generated by the troublemaker.
The same approach applies to your personal life; when possible, get rid of problem personalities before they cause you serious trouble.
It’s possible to identify red flag personality issues before hiring, and the price is a pittance compared to the cost of a problematic employee.
Below I list five tips to identify problem personalities.
- In checking employment references, realize that past employers (or acquaintances, if it’s not an employment situation) aren’t going to be candid with you. They will be hesitant to talk about problems with their former employee due to the threat of legal action. But try this: while speaking to the former supervisor on the phone, ask, “Would you hire her again?” and listen for any hesitancy.
- Evaluate the subject’s skills related to the job through multiple assessment methods such as personality profiling tests, psychologist interviews, and interviews with multiple members of your staff. If it’s a personal association, pay close attention to how she handles life’s everyday stressful occurrences.
- Place the subject in simulated high-pressure situations as part of your pre-employment screening process to get the real personality to emerge. If he is a personal interest, one of the best ways to ferret out any red flags is long-distance travel with him (once you’re sure he’s not dangerous).
- Conventional security investigation companies like First Advantage charge $2000 and up to look into any possible red flag background matters, including getting feedback from people who are acquainted with the subject. Keep in mind though that $2000 is the very low end of the price scale and that $7500 and much more is regularly quoted to thoroughly investigate a subject. It often takes a lot of billable hours to find actual red flags. Also keep in mind that some villains are very good at evading detection, so no matter how much the investigators dig they may not find anything.
- Consider unconventional security investigations as a reliable, fast, and cost-effective addition to your usual course of action.
Your desires, fears, and defenses influence your gut feelings, so it’s best to avoid relying entirely on your instincts.
Your first impression may be that he is a good match for the job when he isn’t, or that your kids are safe around her, when they aren’t, or that that prospective business partner is ideal when he isn’t.
Unfortunately, gut instinct doesn’t consistently detect a person’s true motivations, especially when stress or emotions cloud your perspective.
Take the time and resources to bring to light any hidden personality red flags of new people in your life before they rob you of more time and money than you thought imaginable.
Copyright © 2015 Scott Petullo
Monday, January 19th, 2015
The ultimate career personality test, one that will quickly and efficiently reveal to business owners the best candidate for the job, or to individuals the optimum career path, is greatly sought after.
The problem is it doesn’t exist, at least one that can be successfully used by amateur personality analysts.
You’ve been there before, undoubtedly: the personality self-test or on-line quiz seemed valid at first, but later you realize it’s worthless. Or, through a brief interview you believe you’ve found a match, yet later you wonder how you could have possibly missed the now obvious red flags.
How does this happen? It’s because genuine, consistently accurate personality analysis is much more complex than using mere gut instinct or relying exclusively on personality analysis self-tests, which are subjective and can be gamed.
The ultimate career personality test involves employing established, objective systems of analysis to identify specific personality strengths and challenges.
After testing numerous methods and forming my own proprietary systems over the last 20+ years, I believe I offer the ultimate career personality test.
I strongly recommend the use of a range of evaluations, including handwriting analysis, in conjunction with other psychological testing methods to determine authentic personality and, or if a person’s abilities match the demands of the job.
The Life Purpose Package, and The Career Compatibility and Assistance Guide (listed on my services page—both involve handwriting analysis) offer dynamic, consistently accurate results.
Although you must consult with me to yield the benefits of my ultimate career personality test, the time and money you save, and peace of mind you gain, is invaluable.
Copyright © 2015 Scott Petullo
Monday, May 19th, 2014
Imagine how much time and money you could save by identifying jerks before it’s too late.
As you likely know by experience, select individuals have a greater, more active “inner-jerk” than most other people. Some people are world-class jerks. Jerks commonly possess one or more of several, identifiable, problematic traits.
“Of the billionaires I have known, money just brings out the basic traits in them. If they were jerks before they had money, they are simply jerks with a billion dollars.” Warren Buffett
I’ve found those words of wisdom to be true: people don’t ever change much. Either a person is reasonable most of the time, or they aren’t, and no amount of politically correct consciousness training by sanctimonious gurus permanently changes that.
The majority of people (at least those I encounter) are considerate, but almost everyone has the potential to be a jerk sometimes.
You could waste months or longer on someone before you discover innate maliciousness. One way to reduce the risk in your personal and professional life is to identify jerks through my unconventional security investigations before it’s too late.
Copyright © 2014 Scott Petullo
Monday, February 17th, 2014
The worst type of motivation an employee can have is extremely dangerous to a business owner.
It’s not excessive desire for money, altruism, social involvement, or any of the other typical motivations that drive a person’s behavior.
The most hazardous motivation an employee can have is a toxic combination of intentional deceit, lack of integrity, and resentment.
These types of employees are disgruntled and believe the company (or government agency) has shafted them; they erroneously believe they are underpaid and should be promoted. The truth is that they are already paid what they are worth. If they weren’t, they could quit and get a higher-paying job.
They become dangerous because they have access to inside information and use that information to profit to the detriment of the business (or country). They don’t care if selling industrial (or intelligence) secrets will damage the organization.
Certainly, these types of people are a threat to everyone; they can wreck havoc on your professional life, as well as your personal life because they lack loyalty and aren’t honest.
Either you thoroughly identify hidden motivations, or risk the consequences.
Copyright © 2014 Scott Petullo
Monday, December 9th, 2013
There exist three distinct stages of using personality type systems.
Popular personality type systems include Myers-Briggs, Enneagram (or Ennegram), and others; these are self-test driven and subjectively determined.
The first stage of applying personality types is discovering a system and finding your type, such as Achiever—Loyalist—Enthusiast, or Extraverted-Thinking. You marvel at the progress of your self-discovery and are excited about the prospect of being able to determine how other people function too.
The second stage of utilizing personality types is confusion about why various people classify the same person several different ways. You’re sure the job applicant is an Investigator-Peacemaker, Extraverted-Feeling, but your co-worker swears she’s an Individualist-Challenger, Introverted-Thinking.
The third stage of using personality types is realizing that although they may be part of an entertaining group exercise in the workplace and useful to help determine social inclination, you can’t rely on personality type systems to assess personality accurately any more than you can rely on politicians to spend your money wisely.
The truth about your personality type is that you don’t have a personality type. Your unique character is comprised of numerous personality traits, negative and positive.
You have three main choices to accurately assess character and determine genuine personality red-flag concerns: utilize a good psychologist, hire a security investigations firm to dig up information about the person’s true temperament, or hire an unconventional security investigations expert.
Copyright © 2013 Scott Petullo
Monday, November 18th, 2013
The ultimate compatibility test, one that will quickly reveal how compatible you are with another person on a personal or professional level, is greatly sought after.
The problem is that it doesn’t exist, at least in a form usable by anyone, without having to learn any forms of personality analysis.
True compatibility is much deeper than sharing a lot of the same interests and ideals. You’ve been there before, undoubtedly: you seem to have similar personalities, interests, and values; both lack significant personality red flags, yet you still bring out the worst in each other.
How can this be, you ask? It’s because genuine compatibility goes much deeper than your biases, background, values, whether or not you like sports, culinary tastes, politics, religion, how much you’re willing to work at it to make it harmonious, or what you like to do for fun.
The ultimate compatibility test has everything to do with invisible forces beyond conventional thinking, and it has little to do with subjective self-tests and on-line quizzes. The more limited the self-knowledge (typically, very limited), the greater the results of self-tests and quizzes are skewed, and that’s not even including the honesty factor; people notoriously answer how they think they should answer or in a way that indicates they’re seeking some sort of “I’m a good person” award.
Authentic compatibility isn’t a choice. The compatibility between every pair of individuals is as exclusive as your fingerprints, it’s unchangeable, and it’s measureable.
I employ the ultimate compatibility test in my systems of analysis. I realize the skepticism you may have about such a statement, but I believe it is true after testing countless methods and developing my own methodologies over the last 20+ years.
Additionally, it would take years to instruct someone (especially a person who favors modern astrology techniques) how to fully utilize my proprietary systems of analysis, which are compartmentalized and coded for security. They are as useful to the uninitiated as a jungle map in an ancient tribal language, while stuck in the middle of the Amazon without any survival skills.
I measure compatibility, along with personality and timing. In my view, there exist several requirements to discover true compatibility. Although you must consult with me to yield the benefits of my ultimate compatibility test, the time and money you save, and peace of mind you gain, is invaluable.
Copyright © 2013 Scott Petullo
Wednesday, October 2nd, 2013
Most business owners contemplate how to detect dishonesty, and they ought to.
The average business loses about 5% of its annual revenue to employee fraud, and according to the U.S. Chamber of Commerce, approximately one third of business bankruptcies are attributed at least partly to employee theft.
Getting ripped off by someone you thought was a trusted employee is a hard lesson to learn.
The problem is how to detect dishonesty. As a seasoned business owner, you thought you could trust your (and your managers’) instincts, and rely on the basic background check during the hiring process.
Life would be easier if everyone had lie detectors, or fool-proof fraud detectors; you would never have to worry about detecting dishonesty.
Several types of dishonesty exist, ranging from harmless white lies to intentional deceit and fraud.
The good news is that you don’t have to worry any longer about how to detect dishonesty in your business because revealing dishonesty and lack of integrity is viable through traditional and unconventional security investigations.
Copyright © 2013 Scott Petullo
Tuesday, September 24th, 2013
You’ve undoubtedly wondered, “How to know if you’re truly compatible?” All types of relationships, business and personal, include unique levels of compatibility.
Let me tell you a story. Lauren is a successful entrepreneur and business owner. She’s had the usual problems with difficult employee relationships, as well as business partners possessing major personality red flags that became evident after it was too late.
How to know if you’re truly compatible, and if the person has personality issues before it’s too late? You could ask the person, but that will probably yield nothing. Also, your estimation of their character is likely to be subjective and inaccurate.
Lauren’s friends who are business owners have the same problems. “How to know if you’re truly compatible, how to know if they’re a good match for business,” they’ve asked each other. They ask the same thing about personal relationships. Some of her friends have tried personality typing systems, but it turned out to be an exercise in futility, as did astrology and numerology report-generating software.
These professionals also know it’s just not always feasible to hire a psychologist or a traditional security investigations firm to check out the person in question.
Finding out if you’re truly compatible and identifying red flags before it’s too late seems impossible.
Internet searches won’t easily yield answers. Getting to the top of the first page on Google and actually providing valuable information or a valuable service don’t always go hand in hand.
Who do you turn to?
You need someone who has dedicated his life toward unveiling authentic compatibility and personality red flags, someone who offers unparalleled, priceless insight.
Lauren used to wonder how to discern true compatibility and spot personality red flags, but she doesn’t any longer because now she knows how.
Lauren’s secret is an alternative form of security investigations. She also employs very talented psychics.
John, her friend from childhood who owns an insurance business, said “Astrology? You mean like, what’s your sign, horoscopes? And handwriting analysis? (laughing) Are you kidding, Lauren!?” (The day before, without a second thought, John donned his lucky brown handkerchief in hopes of overcoming a losing streak and avoiding the wrath of his bookie.)
The relentless skeptics, including science elitists, the I-reject-it-because-I’m-terrified-of-anything-I-can’t-prove-by-touching-it crowd, and the I-don’t-believe-it-unless-everyone-else-does-too-because-I-can’t-think-for-myself group would ridicule her for employing, “people who think they have special powers.” It seems bias and ignorance will always exist.
“It works. It has saved me a lot of time and money, though it would be bad for business if people found out I go this route, so I keep it quiet,” Lauren says.
You don’t have to wonder any longer if you’re truly compatible, or if that person has hidden red flag personality issues.
Copyright © 2013 Scott Petullo