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Posts Tagged ‘personality evaluation’

The Risk of Relying Exclusively on Psychological Analyses

Thursday, April 15th, 2010
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A personality assessment by a licensed psychologist of a prospective employee, business partner, or anyone else you don’t yet know very well who could be a risk to your well-being, could be very effective.

Then again, it might not be, as in the case of a man who served more than 10 years in prison for a murder he didn’t commit after authorities obtained an arrest warrant based on psychological analysis of his drawings that examiners claimed implicated him:

In your personal life, career, or business if you’re self-employed, I advocate using a wide range of personality assessment tools, including handwriting analysis, to get the most accurate read on character possible.

Copyright © 2010 Scott Petullo

Employment Screening and Background Check Didn’t Catch Murderer

Wednesday, March 3rd, 2010
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Standard employment screening and background checks routinely miss vital details, such as in the case of Dr. Amy Bishop, who allegedly went on a shooting massacre at the University of Alabama:

The Federal Fair Credit Reporting Act dictates that an arrest or dismissal (as in Dr. Bishop’s case—she escaped prosecution for killing her brother over seventeen years ago, and for an attempted pipe bombing after that), can’t be reported after seven years, unless the person makes more than $70,000 a year.

Ostensibly, her former employers, who knew about her attempted pipe bombing, were concerned about legal issues if they informed her prospective employer (U. of Alabama) about the issue. This is very common, where the former employer is afraid to say anything that could have legal consequences, so divulges only the bare minimum about the former employee, such as dates of employment.

Not surprisingly, her supervisor at University of Alabama found no red flags in her background check and employment screening.

Even if she had been convicted of a crime, many states’ (such as CA) statute of limitations runs out seven years or so after a sentence is served, for example, then it can’t be reported.

What do you do in the above situation, or when the person has a  spotless history, such as in this case where a teacher was arrested on suspicion of child cruelty for allegedly physically abusing one of her students?:

You’ve got to cover all the bases in your personal life, in your business if you’re a business owner, and in your career if you’re a hiring supervisor.

To do that, I recommend thorough background checks and employment screening, including a range of evaluations, such as handwriting analysis, in conjunction with other psychological testing methods, along with thorough interviews by multiple staff members (or at least get feedback from friends and acquaintances about personal, non-professional connections).

Incidentally, example red flags that would likely show up in a thorough assessment involving comprehensive astrology, numerology, and handwriting analysis of the alleged shooter mentioned above (if she consented to such an analysis and, or it was warranted based on feedback from a former associate, for example) include deep resentment, obsessive behavior, sensitivity to criticism, lack of impulse control, as well as other psychological problems. In such a case, the analyst would advise the hiring supervisor to investigate further the applicant’s personality. Please note that such clinical terms wouldn’t necessarily be utilized by the analyst due to legal concerns, and that the analyst’s main responsibility is to identify whether or not the subject is a match for the demanded job skills.

Considering the possible consequences, it pays to make an effort to reduce your risk through thorough appraisals.

Copyright © 2010 Scott Petullo

Effectiveness of Myers-Briggs Personality Assessment Questioned

Friday, February 26th, 2010
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The Myers-Briggs Type Indicator (MBTI) is one of the most popular psychological personality assessment tools in existence today.

The basis of the test includes four main sets of attributes: Extraversion-Introversion; Sensing-Intuition; Thinking-Feeling; and Judgment-Perception. The theory is that you predominantly are or do one or the other: extraverted or introverted; sense or intuit; think or feel; and judge or perceive.

While I believe there may be some value in this sort of evaluation, particularly in helping to determine social inclination, for example, two things must be kept in mind:

  1. This is a self-assessment test, which means that it may not accurately reflect the true personality of the subject—especially when they are under pressure to match a desirable set of personality traits, as in a job interview, and they figure out the intent of the questions while taking the test.
  2. Many people aren’t on either extreme of the four personality areas outlined above, so the test may erroneously reflect their true personality even if they fill it out objectively—and they may get totally different results each time they take it since the test labels you as either-or and nothing in-between.

Interesting related article:

In order to get an accurate read on personality, I strongly suggest that you apply a wide range of evaluations, including some or all of the following: various psychological testing methods; feedback from multiple objective sources; and my favorite, because it’s impossible to fake the test results, handwriting analysis along with comprehensive astrology and numerology.

Copyright © 2010 Scott Petullo

Career and Skills Assessment: In-Depth Evaluations are Recommended

Monday, February 22nd, 2010
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In determining your optimum career, or if you’re a hiring supervisor looking for the right person for the job, a wide range of personality evaluations are firmly recommended.

You might even try some of the more recently developed assessments such as the on-line color test featured in this article:

Although the on-line color test advocate claims that the test shows that most CEOs are emotionally unstable, less likely to be perfectionists, and more cooperative than the typical person, I believe such generalizations are a detriment and a warning sign that you better look more deeply into each individual’s character and not make broad assumptions.

A Career Compatibility and Assessment guide (see Services page), for example, illustrates that there are clear differences in abilities between an administrative assistant sort of skill-set and the traits demanded of a typical CEO or entrepreneur, for instance, despite what the on-line color test promoters claim (“…typical CEO is well-suited to be an admin assistant…”).

While such easy to take, one-dimensional tests might offer you some insight, I strongly recommend using them in conjunction with more in-depth personality assessments, such as handwriting analysis and comprehensive astrology and numerology.

Copyright © 2010 Scott Petullo