Personality, Compatibility, and Personal Timing Are Measurable With Comprehensive Handwriting Analysis, Astrology, and Numerology

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Posts Tagged ‘personality evaluation’

The Ultimate Compatibility Test

Monday, November 18th, 2013
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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

Identify Hidden Motivations or Chance Huge Risk—5 Examples

Thursday, May 16th, 2013
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Everyone has been in this precarious position: someone tells you their (conscious) intent that seems to conflict significantly with what you suspect their subconscious motivations to be.

5 Possible Examples of Conscious Intent Opposing Subconscious Motivations:

  1. A business partner assures you that he has no intention of targeting your personal clients, those outside of your partnership, yet much of what he does conflicts with his promise. He claims, “I’m only calling on your biggest client because I want to find out more about her business since it will help me improve the quality of my service in a different sector.”
  2. A romantic partner tells you he’s always wanted exclusivity, yet you suspect he’s playing the field. He says, “I only want you. I’m out a lot because social interaction with various people helps me to relax.”
  3. A potential spouse, one who has already profited through divorce, assures you, “Money is not important to me. I only demanded so much from my ex because my lawyer said it’s customary, and I don’t believe in prenuptial agreements because they aren’t romantic.”
  4. The person encouraging you to invest in a speculative venture off-handedly asserts, “I would never rope you in just to help cover any potential losses; I just want to share the profits because that’s who I am.”
  5. Your accountant professes his newfound love for on-line gambling, and says, “It’s not a serious habit, only weekend recreation.”

It’s one of the more fascinating dynamics of the human mind. A person gives you pretend reasons for their actions, and even believes those reasons, while the real motivations are hidden in the subconscious mind. It’s amazing that few things in a person’s overall behavior are controlled by conscious motives.

Most people tell white lies from time to time, and the majority are harmless, but if your livelihood, finances, and even personal safety are at risk, it pays to find out about a person’s real motivations and personality.

Copyright © 2013 Scott Petullo

Personality Analysis Reality: People Don’t Really Ever Change Much

Monday, February 11th, 2013
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When is the last time someone you know well changed so much that you didn’t readily recognize his or her unique character? Never. It simply doesn’t happen. A tiger doesn’t change its stripes, as the saying goes.

False optimism about “completely reinventing” oneself abounds in the self-help marketplace today. As is so often the case, inspirational themes clash with reality. I’m all for inspiration–inspiration rooted in realism.

Discipline and perseverance can lead to small, incremental change, such as finally kicking unhealthy habits, but your overall character remains the same.

It’s been said that humans are impulsive and capricious. While I agree with that to a point, within a larger context people are largely predictable. The framework of predestination, constantly outlined through comprehensive astrology and numerology, along with immutable personality qualities discerned through handwriting analysis, time and time again support my contention.

Have you ever tried to change an introvert into a cold-calling sales dynamo, or a Neanderthal basic male into a brilliant literary icon? How about transforming someone who thrives on partnerships and can’t be alone into a solo-entrepreneur or an eremite? Anything is possible, right? Wrong. Your true nature is what it is and doesn’t change very much.

You are who you are—be grateful and make the most of it. Also, never try to change another person; accept them as they are and don’t hold them accountable. Expecting another to change only leads to disappointment.

“It’s easier to move a mountain than change a person’s character.”
Chinese proverb

“When two people decide to get a divorce, it isn’t a sign that they don’t understand one another, but a sign that they have, at last, begun to.”
Helen Rowland

Copyright © 2013 Scott Petullo

Why it’s Impossible to Replicate Someone’s Handwriting

Monday, September 17th, 2012
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You may be able to partially imitate someone’s handwriting for a word or two, like with an attempted forged signature, but it’s a lot more difficult than it seems.

The more extensive the handwriting sample, the more difficult imitation becomes, for these two reasons:

  1. You must first suspend your own unique handwriting patterns, which are the result of your subconscious mind, with its distinctive set of psychological fears and defenses, manifesting through your handwriting. As you learned to write, you first learned how to form letters, then words, then sentences, at which point you could write without thinking about how to write (known as graphic maturity). Attempting to suddenly break free of the way you naturally write can really upset your unconscious mind and cause excessive stress and anxiety, as outlined in this article.
  2. To imitate another person’s script, it involves much more than just how it may appear to someone new to graphology. Precisely duplicating more than 300 indicators such as rhythm, spacing, pressure, slant, compression and expansion, zonal balance, speed, and others, all at the same time, just isn’t achievable. You would have a much easier time emulating how another person talks.

Select individuals, such as artists, may appear to be able to significantly alter their script, like they possess two or more different forms of handwriting. However, though two different forms of handwriting by the same person may appear different on the surface, it’s very likely the two forms have a lot in common, including those factors I list above (rhythm, pressure, etc.) and more.

My handwriting sample forms include the following directions: “The writing sample should be done in your normal writing style while you are comfortably seated at a table or desk. If you habitually print, then please also include a paragraph of cursive writing. If you normally have several styles of writing, you may also include samples of each.”

A job applicant, for example, couldn’t attempt to significantly alter his or her script without the risk of raising problematic personality red flags; affectation and bluff are straightforwardly identified through handwriting analysis.

Handwriting analysis is one of the most objective and non-discriminatory forms of personality analysis and the results can’t be manipulated, helping you to limit your risk considerably.

Copyright © 2012 Scott Petullo

Finding Your Optimum Career Path

Monday, September 3rd, 2012
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Career and personality profiling self-test quizzes can be found all over the Internet. AOL Jobs features a test based on choosing your favorite colors designed to measure career satisfaction.

Skimming the comments under the above-linked article, these stand out:

“SIMPLE MINDED TEST FOR SIMPLE MINDS—————-NOT EVEN CLOSE.”

“I also agree with the statement – what does this have to do with the ‘real’ world?”

“How totally ridiculous. The commentary is so general any combination would reach a majority of users (self-fulfilling prophecy). Try this; pick one side of the page. If you picked left it means you are warm, personable, stable. If you picked right it means you are stable, personable, warm. WOW!”

“This test needs to be specific. It’s too general. (For example)…I love the color red for my sofa, but I won’t ever buy red clothing because I hate the way I look in red.”

“I can’t believe someone actually got paid to write this rubbish or that I wasted my time reading such nonsense. This entire paradigm is as useless as the Myers-Briggs bullshit that was popular in the late 80s, early 90s…and when we took the test, many of us gave the complete opposite answer of what we felt on every fifth question. I often wonder how much money they wasted on such crap and if they ever found out the results were completely worthless given the phony answers we submitted.”

The problem with personality analysis self-tests is that they are too subjective and they can be gamed.

While I’m not entirely opposed to such evaluations, I caution anyone relying on these types of assessments exclusively.

It’s also essential to identify specific personality strengths and challenges; handwriting analysis effectively outlines authentic personality, far better than self-tests and quizzes.

The Life Purpose Package offers dynamic results, revealing your unique talents, and which parts of your personality require more focus. It allows you to save incredible amounts of time and money by finally being fully aware of what is right for you and what isn’t, in relation to your career and life purpose.

The Career Compatibility and Assistance Guide (first option on this page), included in the Life Purpose Package, is a valuable resource too.

It’s a good idea to employ several different types of personality and career path appraisals, and to get objective feedback from qualified professionals and those who know you well.

Copyright © 2012 Scott Petullo

The Futility of Psychological Self-Tests: 2 Key Problems

Sunday, April 1st, 2012
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Countless psychological self-tests and compatibility analyses can be found on the Internet, and even many dating sites today have these sorts of evaluations in an attempt to improve matching success.

There are two problems with these self-tests:

  1. Actual personality and compatibility can’t be determined because self-tests are subjective and lacking in objectivity. A person filling out a self-report test invariably figures out the intent of the questions and answers how he or she believes they should answer to yield the most appropriate results.
  2. Besides not being able to accurately assess select personality areas, self-tests don’t assess key variables of real-life interaction, such as personality red-flag factors including complex fears and defenses.

Relying on dating site self-tests to screen potential romantic partners, for example, even those that are touted to include sophisticated “matching algorithms,” is a losing proposition.

Associate Professor of Social Psychology at Northwestern University Eli Finkel, in an article in the journal of the Association for Psychological Science says, “To date, there is no compelling evidence that any online dating matching algorithm actually works…our report concludes that it is unlikely that their algorithms can work, even in principle, given the limitations of the sorts of matching procedures that these sites use.”  More information here:
http://www.psychologicalscience.org/index.php/news/releases/grading-the-online-dating-industry.html

Although select self-tests can offer some interesting insight, such as serving as an opportunity for a team-building exercise, exclusive reliance on them invites trouble since they can be manipulated.

Alternatively, handwriting analysis is one of the most objective and non-discriminatory forms of personality analysis, giving you a distinct advantage, dramatically reducing your risk. http://scottpetullo.com/blog/2011/09/addressing-handwriting-analysis-skepticism/

Copyright © 2012 Scott Petullo

5 of the Worst Personality Analysis Mistakes

Monday, February 20th, 2012
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Understanding true personality strengths and weaknesses is vital for your career, business, and personal life success. It can save you an enormous amount of time and money if you get it right, yet misinterpreting personality can ruin you.

Myers-Briggs

Although I believe psychological self-tests such as Myers-Briggs can help determine social inclination, or even be a somewhat useful part of a pre-employment evaluation program, for example, everybody knows you’re on your best behavior while taking self-tests.

It’s impossible to acquire an adequately defined view of abilities and potential personality problem areas exclusively from self-tests, even if they are “psychologist approved.” The self-tests can be gamed.

Enneagram

The Enneagram (or Ennegram) personality typing system is another popular method, relying on only nine categories, including “The Reformer,” “The Helper,” “The Achiever,” “The Individualist,” “The Investigator,” “the Loyalist,” “The Enthusiast,” “The Challenger,” and “The Peacemaker.

Essentially, in using such a method, you’re observing a person’s behavior for a period of time, sometimes a very brief period of time, and selecting one of the nine categories, or perhaps more than one.

Let’s see, this person appears (never mind that it could very well be her business persona, and not her real personality) to be rational, people-pleasing, driven and success-oriented, responsible and engaging, versatile and spontaneous, and willful and self-confident.

The above listed traits are specifically from six of the nine Enneagram categories, so that makes her a “Reformer—Helper—Achiever—Loyalist—Enthusiast—Challenger.”

Wait a minute, someone identified her the next day as a “Peacemaker” (agreeable, receptive, reassuring), because “She is so nice; we clicked so well!”

Well, why not just place her and everyone else in all nine categories?

Are you starting to see a problem with this sort of assessment?

Considering some of the negative personality traits from seven of the nine categories, the following are created: the “perfectionistic Reformer,” “possessive Helper,” “self-absorbed and temperamental Individualist,” “secretive and isolated Investigator,” “anxious and suspicious Loyalist,” “scattered Enthusiast,” and “confrontational Challenger.”

Unfortunately, it’s entirely possible someone might possess none of those negative personality traits, or alternatively, even several from multiple categories.

Regrettably, you’re only going to be scratching the surface of authentic personality if you lack an objective system of analysis. In other words, without set standards of interpretation that disallow partiality, guessing at someone’s “type” won’t give you accurate results, and you certainly can’t rely entirely on fill-in-the blank and multiple choice self-tests to delineate true personality.

Instead of oversimplified assessment methods that can’t identify distinct individual strengths and challenges, you need a more comprehensive (and objective) method such as handwriting analysis that can accurately delineate specific personality red flags and talents.

Included below are five common personality analysis mistakes:

  1. Making the erroneous assumption that the complex human personality can be crammed into only one or a few personality types. Expecting consistently accurate character and compatibility analyses with subjective personality typing systems is like expecting to become an overnight millionaire through Internet marketing (less than 5% of all Internet marketers succeed, and far fewer have become millionaires).
  2. Attempting to identify your “blind spots” or strengths through subjective analysis such as with a personality typing system—you need someone outside yourself and a more objective system.
  3. Making the false assumption you can simply look for “cues,” “particular language,” or “specific behaviors” in other people to type them and assess their character accurately (unless you have them under a microscope for hours, including high-stress situations, and you’re a trained psychologist, it’s impossible for the average person to do this, even with “Internet guru advice”).
  4. Erroneously (and astonishingly mindlessly) believing you can predict another person’s future behavior while under pressure exclusively with subjective and self-test personality typing systems.
  5. Mistakenly thinking you can discern subconscious motivations and compatibility from mere subjective and self-test personality typing systems.

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.

Handwriting analysis, in conjunction with comprehensive astrology and numerology, is invaluable to reduce your risk because it can’t be manipulated and absolutely assesses actual personality–subconscious character—well beyond the persona when an individual is at their best, such as when they know they are being scrutinized.

Copyright © 2012 Scott Petullo

Bad Hires Negatively Affect 67% of Companies

Tuesday, May 3rd, 2011
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A recent CareerBuilder survey among over 2400 U.S. hiring managers includes startling findings:

*A bad hire has negatively affected 67% of companies

*$50,000 wasted on one bad hire for 24% of companies

*$25,000 wasted on one bad hire for 40% of companies

*58% of companies stated their average cost of hiring one employee at more than $1000 (not including cost of a bad hire)

*Lost time in replacing a bad hire, lost productivity, and financial loss in having to recruit a replacement were reported as the most common ways a bad hire negatively affected companies

More information here:
http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr609&sd=12%2f13%2f2010&ed=12%2f31%2f2010&siteid=cbpr&sc_cmp1=cb_pr609

It’s important to note that the generally accepted cost of a bad hire is over two times the annual salary. The costs of a bad hire estimates in the above survey were likely underestimated due to the bulk of the hidden costs being overlooked.

A sure way to reduce your risk of a bad hire is to use a full range of personality assessments, including handwriting analysis, to determine a person’s fit for the demands of the job.

Handwriting analysis is an effective tool to investigate well beyond the surface persona to reveal the subconscious personality, the real personality.

Under pressure on the job, after the interview and while superiors aren’t watching, a person’s authentic abilities and challenges emerge.

There are many personality traits and red flag concerns that aren’t easy to measure by only talking to an applicant, reviewing their resume, and through standard personality evaluations.

Remember, multiple-choice, self-test personality assessments can be manipulated. Handwriting analysis, executed by a well-trained professional, can’t be manipulated.

Having an accurate read of character, you’ll greatly reduce your risk and save enormous amounts of time and money in hiring situations.

Copyright © 2011 Scott Petullo

Business Owner Hiring Tools

Monday, February 14th, 2011
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Inc.com offers a valuable, no-charge hiring tool kit: http://www.inc.com/guides/2010/07/every-tool-you-need-for-hiring.html

Particularly helpful is the pre-interview questionnaire: http://www.inc.com/tools/2001/01/21399.html

Also, their employee confidentiality agreement is essential in helping you reduce your risk:
http://www.inc.com/tools/employee-confidentiality-agreement.html

Before you make any hiring decision, it’s important that you scrutinize fairly, cautiously, and thoroughly using multiple forms of appraisal. Several interviewers, background checks and security investigations, and various forms of personality assessment are advised.

Just be aware of the fact that any pre-hire character assessment that is applicant-executed (e.g., on-line evaluation systems, multiple choice psychological testing, et al.) runs the risk of being manipulated, even if the facilitator claims otherwise, and even if the applicant is not directly self-analyzing themselves in the assessment.

Among the numerous forms of appraisal you employ, handwriting analysis is recommended in order to assure exceptionally accurate and objective character assessment. It’s one of the most non-discriminatory forms of personality evaluation.

Unlike other methods, handwriting analysis assesses the real personality, the one behind the interview persona, allowing you to spot potential red flags before it’s too late.

Copyright © 2011 Scott Petullo

Important Tips to Identify the Right Person for the Job

Monday, December 6th, 2010
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Lou Adler, a recruiter, believes there exist four basic categories of work that appeal to job candidates’ true motivations and competencies: technical, managerial, entrepreneurial, and visionary.

Along with creating detailed job descriptions including emphasis on what employees need to do to be successful, and outlining necessary skills, he says the following: “Our best candidates seem to have about half to two-thirds of the required skills and experience, but offset this with desire, potential, and motivation.” The point is, don’t put too much emphasis on skills-matching.

More information here: http://www.inc.com/articles/2001/03/22357.html

I agree it’s important to delineate compatibility with career categories, as I do with my Career Compatibility and Assistance Guide, which includes six categories: practical, conventional, dynamic, analytical, social, and creative (http://scottpetullo.com/services.shtml).

He also suggests asking key questions such as “Please describe your favorite work experience,” and “What kind of problems do you like to solve?”

However, many candidates undoubtedly tailor their answers to what they think the interviewer wants to hear in order to get hired.

True motivations and abilities aren’t easy to pin down by looking at a resume, asking probing questions in an interview, and having a candidate take psychological multiple-choice personality tests.

First, I suggest identifying exactly what you need in an employee, as can be done with the S.A. Petullo Job Demands Checklist (fourth link on this page: http://scottpetullo.com/essential-steps.shtml).

Then, it’s recommended you objectively assess the candidate’s motivations, as I do through the Motivation Assessment Analysis (#5, toward the end of this page: http://scottpetullo.com/index.shtml).

Did you know that what a person thinks motivates them, and what they tell you that motivates them, often greatly contrasts with their true motivations?

Handwriting analysis helps to surmount that problem: it is one of the most objective, non-discriminatory, and accurate ways to assess motivation and personality.

Hiring a commission-based salesperson, for example, who needs to be motivated by money, but who is instead much more motivated by social involvement, altruism, and pleasure, could be a disaster for your company.

Reduce your risk of a bad hire by making sure your candidate’s skills and motivations are a good match for the job.

Copyright © 2010 Scott Petullo