1. T H E W E B I N A R W I L L B E B E G I N N I N G S H O R T L Y
Want to Make Better Hiring Decisions?
Why You Need to
Consider Personality
with Personality Expert
Laura Plant
Wednesday, August 10th, 2011 from 12 pm to 12:30 pm EDT
Three options for audio:
1. Earphones
2. Computer speakers
3. Toll-Free: 1-877-669-3239 Event #: 665 922 172 Password: 1234
Webex Support Line:1-866-863-3910

2. Questions & Comments
There are 2 ways you can submit a question:
• Use the chat window seen to the lower-right of your
screen and be sure to send your question to “Host” using
the drop down menu.
• Tweet your question to #drakep3

3. Agenda
• The Consequence of Wrong Hires
• Hiring Considerations
• What is “Fit” and How do you Hire For It?
• The Influence of Personality Styles on Behaviour
• Hiring Right the First Time
• The Benefits of Right Hires

4. The Consequences of Wrong Hires
Hiring the wrong candidate can have a negative impact on:
• Organizational Performance and Productivity
• Employee Morale and Engagement Levels
• Your Professional Reputation
• Public Reputation and Customer Relationships
• Cost of Recruitment, Onboarding, Training and Turnover
Plus, there is a risk of:
• Potential financial liability
• Potential legal risk and litigation

5. Hiring Considerations
The know-how
Knowledge/
Experience
The can-do
Personality/ Skills/
The will-do
Behaviours Abilities

6. What is “Fit” anyway?
The behaviours and characteristics required
to be successful in an organization and job.
Organizational Fit:
Culture, Values, Environment, Leadership, etc.
Job Fit:
Tasks, Duties, Responsibilities, Motivation, etc.

7. How Do You Define Fit?
Top Performer Job Benchmarking
• Assess and analyze personality traits of “Top Performers”
in the role to better understand the behaviours required for
success on the job
• Gather input from “Job Experts” (Managers who know the
role well) to understand what they believe will lead to job
success
• Create validated, customized benchmarks that are unique
to the organization and the specific role

8. How Do You Attract for Fit?
Personality-Based Job Postings
Customize job postings so they candidly describe the
behaviours required to be successful in the role. Candidates
that are not a fit will be more likely to screen themselves out.

9. How Do You Identify Fit?
Candidate Assessments
• Assess and analyze personality traits of Candidates
for the role to better understand their personality style,
behavioural preferences and tendencies in the
workplace.
• Motivators and Demotivators
• Learning Styles
• Communication Styles
• Decision-Making Styles
• Natural Strengths and Weaknesses
• …and more!

10. How Do You Hire for Fit?
Candidate-to-Job Matching
• Compare the candidate’s personality to the Job Profile to identify
level of fit and specific gap areas.
• Investigate in the job interview whether these gaps can be barriers
to success or if the candidate has the ability/desire to flex and adjust
to the role in order to be successful.
• Understand the energy and effort required to adjust to the role.
• The organization and candidate can make more informed job
matching choices.

11. Understanding Personality Styles
There are many different personality styles…
• Strengths and weaknesses
with every style
• Can be equally effective
• Work in different ways
• Motivated by different things

12. DOMINANCE
The Authoritative Style
• Direct, To-The-Point Communication
• Assertive, Decisive
• Competitive, Persistent
• Aggressive, Confident
• Comfortable with Risks
• Control, Power
• Daily Challenges
• Tangible Results
• Big Picture
Primary Strength: Drive, Getting things done
Primary Weakness: Running people over

13. Extroversion
The Persuasive Style
• Personal and Team Gain
• People Interaction
• Communication
• Enthusiasm, Optimism
• Comfortable with risks
• Intangible recognition
• Big picture
• Persuasion, influence
Primary Strength: Building rapport and relationships
Primary Weakness: Speaking More Than Listening

14. Patience
The Collaborative Style
• Approachable
• Reflective
• People oriented
• Collaborative
• Warm, professional
• Dependable, Consistent
• Minimal conflict / Harmony
• Risk Averse
• Process driven
Primary Strength: Listening Skills
Primary Weakness: Change Management

15. Conformity
The Systematic Personality Style
• Precise, analytical
• Careful, organized
• Structured, traditional
• Accurate, analytical
• Policy driven
• Logical, strategic
• Disciplined, controlled
• Focus on the details
Primary Strength: Execution
Primary Weakness: Flexibility

16. Environmental Role Adjustment
Our natural and preferred style is not appropriate for all situations.
We prefer to do things that come naturally to us.
Styles must be “flexed” to be effective in different situations.
Flexing takes energy.
Extreme flexing can cause stress and lead to burnout if not managed.
Being aware of the ways we need to flex is crucial.

17. The Benefits of Right Hires
Hiring the RIGHT Candidates the FIRST TIME will have a
Positive Impact On:
• Organizational Performance and Productivity
• Employee Morale and Engagement Levels
• Your Professional Reputation
• Cost of Recruitment, Onboarding, Training and Turnover
Plus, It Will Decrease Your Risk Of:
• Potential Financial Liability
• Potential Legal Risk and Litigation

18. Q&A

19. Our Contact Information
Laura Plant
Manager – Talent Management Solutions
Drake International
lplant@na.drakeintl.com
1-416-216-1117 (direct)
Jay Rosales
Senior Marketing Coordinator
Drake International
jrosales@na.drakeintl.com
1-416-216-1070 (direct)

20. What is Your Personality Style?
How well do you know
yourself?
To learn more about your
personality style, we offer you a
complimentary DrakeP3 Personality
Assessment!

21. Upcoming Webinar
Want to be a Better Leader?
Why Self-Awareness and
Adaptability are Fundamental
Date: Thursday, August 18th, 2011
Time: 12pm
Duration: 30 minutes
Presented by: Laura Plant

22. Thank You
Drake International:
Web: www.drakeintl.com
Webinars: www.drake-webinars.com
Blog: www.drakepulse.com
Facebook Page: /drakeinternational
Twitter: @drakeintl – send questions to #drakep3