Multigent Corporation: BackOffice > Tools > Training > Module 1: Consulting and Rapport Building with the Four Basic Personality Types

Personality Types

Module 1: Consulting and Rapport Building with the Four Basic Personality Types

It is important to recognize the unique differences between people when dealing with both employers and candidates.

		There are those who make fast independent decisions, and those who are very detail oriented.
		Those who are indecisive and those who need approval from others.
		There are those who are extremely enthusiastic, and those who are calm and collected.

When it comes to decision making, no two individuals fit into the exact same mold. However, there are traits everyone exhibit which can help you determine their personality type. The key to dealing successfully with different candidates and hiring managers is in your abilities to listen, learn and understand the personality type.

Learning Objectives

1.		Learn about the different personality types

2.		Learn about the characteristics of each personality type

3.		Learn how to approach each personality type

Understand the Personality Types

The following are four basic personality types.

1.		Dominant/Pathfinder

2.		Outgoing/Friendly

3.		Patient/Procrastinator

4.		Analytical/Traditionalist

The table below provides a basic definition of the personality type and suggested methods for dealing with those people.

Personality Type

Personality Type Description

How to Approach

Dominant/Pathfinder

These personalities are very independent. They get directly to the point. They want to control situations. They are aggressive and can be somewhat overpowering and even overconfident.

Be direct. Speak in positive terms. Don't tell vague stories or waver with your answers. Be a good listener and cater to their desires. (They don�t want to be confronted or told what to do.) Lead them by being an up talker (i.e., �do you think this would fit what you are looking for?�).

Identify them as the leader. Allow them to control the conversation. They relate well to someone who has similar traits, so be assertive.

Take care to blend well with them. Remember, two dominant personalities can definitely clash.

Outgoing/Friendly

This individual is enthusiastic, optimistic and very friendly. Outgoing people are usually very easy to build rapport with.

They will also provide great referrals to other opportunities and other professional people within their own network.

Do not present constant facts. Stay away from being too direct. Use a persuasive but fun style when communicating with these individuals.

Show enthusiasm! Cater to their desires and make positive responses to their comments, but at the same time allow them to elaborate about their positions and experiences.

Patient/Procrastinator

The patient personality is very calm, cooperative and empathetic to your requests. Often what appears to be patience can actually be a mindset of postponement.

The procrastinators have a hard time making decisions and seem to quite often require assistance to arrive at the end result.

Make conversation with a convincing, relaxed style. Stay away from pressuring them. Try not to hurry this individual into making decisions.

Instill confidence in their ability to reach their objectives. Use action verbs. Don't allow them to procrastinate.

Analytical/Traditionalist

This individual is detail oriented, methodical and likes to hear and analyze everything. They are conservative, but dependable.

Be prepared for them to thoroughly analyze every move you make.

Avoid exaggerating or being indefinite. Don't be late for scheduled appointments. Listening is very important. Lead them. This requires patience and measured silence.

Remember: Regardless of the personality type, always do your best to gain the trust and confidence from everyone you deal with by being open and honest. Your reputation as a professional is the most important asset you possess.

Communicating Effectively

Communicating effectively means understanding each personality type. This module will help you

		identify the personality types

		approach each type

		communicate effectively with each type

Regardless of the personality type, you will need to possess these skills.

		Rapport building

		Empathy

Identifying Personality Types

Although sometimes vastly different, each personality type can be quickly identified by some dominant characteristics. The table below provides some basic guidelines on how to identify each personality type.

Personality Type

How to Identify

Dominant/Pathfinder

They speak loudly.

They can be very impatient.

They demonstrate authority.

Outgoing/Friendly

They ask more personal questions.

They can be very talkative.

They are warm and use a friendly tone.

Patient/Procrastinator

They speak softly.

They can appear very calm.

They demonstrate a cooperative style.

Analytical/Traditionalist

They ask questions requiring detailed answers.

They are very calculated in their conversations.

They are very methodical in their approach.

Approaching Each Personality Type

Each personality type share a few basic guidelines for approaching

		Have a positive mental attitude;

		Assume everyone you talk to is ethical, honest, and considerate towards others;

		Evaluate and document the behavior and consistencies you experience with everyone you come in contact with. As you build rapport with your candidates and employers, they will be more apt to share information with you;

		Employers and candidates will always listen to those who take the time to give them value-added service. People are generally self-motivated, and you are only a good resource when you bring them specific value to meet with their expectations.

Personality Type

How to Approach

Dominant/Pathfinder

Focus attention on bottom line results.

Get the job done.

Show efficiency and effectiveness.

Outgoing/Friendly

Know of their firm's success.

Bring up common acquaintances.

Represent an elite client base.

Patient/Procrastinator

Show loyalty and a helpful approach.

Achieve their objectives.

Can meet their important deadlines.

Analytical/Traditionalist

Analyze problems and provide the solutions.

Always do what is right and fair.

Be thorough and pay close attention to the details.

Communicate Effectively with Each Personality Type

Finally, each personality has very distinct ways that they communicate. Understanding how each personality type communicates will help you maximize the value of your relationship.

Personality Type

How they communicate

Dominant/Pathfinder

Direct and candid approach.

Not much small talk, direct and to the point.

Strong positive statements.

Outgoing/Friendly

A persuasive style.

Illustrations to make their point.

Fun and pleasant small talk.

Patient/Procrastinator

Persuasive style.

Even-tempered approach.

Positive statements.

Analytical/Traditionalist

Facts and details.

Bottom line scenarios.

Positive statements.

Empathy - the Glue to Building Strong Relationships

Whatever the personality type, empathizing with those that you communication will go a long way to developing solid relationships built on trust and honesty. The following are critical components of empathy

Endorse - Let the person know you hear and understand them. Phrases like "I know exactly what you mean," "Of course," "Right," and any others you can use in your everyday approach to help the person know that you are listening and understanding them.

Reinterpret - with reinterpretation, you're restating what a candidate or client just told you in your own words. You're making sure you understood what they said. This way, they can correct you if you misunderstood them.

Critical Listening - this involves listening to the other person and restating what they have said using emotive words. Words which describe feelings of frustration, happiness, anger, caring, negative or positive self-esteem, depression, etc. Here are some examples:

	"Bob, it sounds like you feel unappreciated and overwhelmed by a lack of support in your present job."
	"So, you are interested in making a change, and enthusiastic about pursuing a new position."
	"You are determined to find a position with a company that takes interest in developing their people, and won�t just drain you on a daily basis."

Building Rapport

In order to build rapport, people must believe that what you�re saying is more than just another sales pitch. Your goal is to build lifelong trust by being sincere and genuine. Understand each personality type, and be more than just another sales person. In the recruiting industry, building rapport is about becoming a trusted consultant with the highest integrity.

There are four main items to remember when building rapport with candidates

	their goals
	their desires
	their compensation
	their their geographic preferences.

With employers, the key to building rapport is by understanding the business issues related to their immediate department, and to their entire organization.

Keys to Building Rapport

Put the individual at ease by

		presenting them with Value-Added Services.

		listening carefully and getting comfortable in discussing their needs, rather than just trying to "make a pitch or presentation."

		identify their motivations.

		asking open-ended questions.

		building trust and confidence. Let them confide in you and really count on you.

		follow-up: Be involved in their activities. Understand their situation at all times.

Potential Obstacles

		Fear of asking questions.

		Fear of the phone (lack of ability to persuade, lack of creativity, unable to handle pressure, poor negotiating skills, etc.).

		Not knowing when to be subtle or assertive.

		Lack of motivation.

		Lack of sincerity when assisting others.

		Rushing through the processes.

		Inaccurate personality type identification.

		Lack of ability to "break through" to make meaningful connections.

The Do�s and Don�ts in Dealing with Each Personality Type

The following tables provide a snapshot of some common things you should do and shouldn�t do when effectively communicating with each personality type.

Dominant/Pathfinder

DO'S

Do: Present a challenge

Do: Guarantee results

Do: Allow them control

DON'TS

Don't: Be inaccurate

Don't: Oscillate on your answers

Don't: Describe obscure stories

Outgoing/Friendly

DO'S

Do: Present opportunity

Do: Give illustrations

Do: Make conversation fun

DON'TS

Don't: Use too many facts

Don't: Be too direct

Don't: Emphasize difficult work

Patient/Procrastinator

DO'S

Do: Guarantee compatibility

Do: Promise stability

Do: Offer time for strategy

DON'TS

Don't: Rush the individual

Don't: Make rapid changes

Don't: Use any pressure

Analytical/Traditionalist

DO'S

Do: Present full details

Do: Focus on the facts

Do: Allow individual control

DON'TS

Don't: Exaggerate

Don't: Talk "blue sky"

Don't: Paint word pictures

Presenting the Multigent Benefits to Each Personality Type

Part of the Multigent program is to present the values and benefits to those that you meet. Of course, how you communicate those values and benefits depends upon the type of personality. The table below lists each personality type and how you might communicate about Multigent

Personality Type

How to Identify

Dominant/Pathfinder

Your history of getting results.
Your ability to help them accomplish their objectives.
How you can handle all the details..

Outgoing/Friendly

The fact that you do the work.
How working with you will make them look good when the job is done correctly.
How you will handle all the details..

Patient/Procrastinator

The ways you will save them time.
Your open & honest approach to business relationships.
References from your clients.

Analytical/Traditionalist

Your timeliness in getting the job done correctly.
The way you can help them fulfill their desires by being accurate.
The way you are concerned about the details.

Getting To Know Them

After you�ve identified, assessed, and developed your approach to a specific personality type, you need to get to know each person as an individual, and not just a personality type.

The Career Portfolio

Discussing the importance and purpose of the Career Portfolio is a great way to get to know a person. The Career Portfolio is there to help you gather valuable and pertinent information on a potential candidate�s background and interests. Emphasize the significance of the technical aspects of the Career Portfolio (how you can evaluate their information for future job matches based on the Career Portfolio). Explain how you will assess their Career Portfolio data and how it can affect their career plan.

Motivations

Always find out why there is interest in leaving the current position.

		Why do they want to work for a different type of company? Talk to them about their ideal company.

		Are they interested in any specific companies, within specific industries? Talk to them about their current responsibilities and their current compensation.

		What are their options internally?

		Would they consider staying with their current firm if any of these opportunities were offered to them?

The answers to these questions and many others like them will not only help you understand a candidate�s motivations, but it will give you a good idea of whether or not the candidate would be in any position to consider a counteroffer from their company.

Current & Past Positions

Make candidates feel comfortable with being completely open with you. To best assist them, you need to understand the big picture - not just of their working situations, but what may have influenced their situations as well.

		Find out why they left their former positions. What other factors have changed their course in the past?

		What is their salary history (base, bonus, and benefits)?

		What was the date of their last and next expected review?

		What have traditionally been their annual average increase, bonuses and amounts paid?

		What are does their benefits consist of? (Medical, Dental, Vision, Life, 401K plan, Stock plan, etc�)

Management Exposure or Potential

Discuss the candidate�s management experiences. Determine whether or not the candidate is management material. Management styles vary greatly�so understand their individual approach to represent them more effectively.

Confidentiality

Make it clear that your services are completely confidential and that you expect confidentiality on their part as well. You may represent a candidate who works for an employer that you have represented (or are representing). Discretion is mandatory for all parties involved. If confidentiality is breached, your employer's may terminate their relationship with you and your candidates current employment could be jeopardized.