We all envy or mistrust people who claim to "see people through". We would love to have such skill! This skill becomes indispensable if you hire personnel and have to evaluate people by the dozen!
How to avoid mistakes during the first interview? How to choose correctly? How to ask essential questions?
At this training we will talk about:
- The role of some behavioral peculiarities in a character of a given person.
- Behavioral dynamics of a person with such peculiarities.
- Implicit or indirect signs typical of major characterological types.
- Consistency of detected peculiarities.
- Standard reactions of certain character types as distinct from situational responses.
- Primary VS secondary character peculiarities.
First impression or one detected peculiarity is hardly a solid basis for drastic decisions. However several character traits always fall into a pattern or recognizable portrait. Now we know what questions to ask and how to interpret test results after the first interview. For example, some exercises will help you to detect obvious marks of an authoritarian character in a visitor or recognize a person prone to dependency.
Tests are based on correlation and statistical occurrence. Those who create tests are not interested why a certain character quality is related to another in different people. Meanwhile qualitative analysis proves that a combination of certain traits is not a coincidence!
Our first task is to learn to observe and describe actual behavior without adding our own conclusions. Our second step is to formulate an "accurate diagnosis". The way a person walks, sits, gesticulates, or even writes, certain elements of behavior, or grammatical constructions in speech will help us understand what stands behind them and create a comprehensive portrait of a person.
