Ask the questions designated to each graph. Take notes for future reference. Don't use this assessment as an influence whether to hire or fire anyone. You may also want to ask other questions listed for similar profiles relating to the person’s highest plotting point.

For example, if the person is a high D - "Driving Influencer" Blend, you may also want to ask some of the questions that relate to the "Inspirational Influencer" or "Driving Competent Type" Blends. Do not make any conclusions or references to this instrument, as you perceive the person's traits. Speak in generalities. Ask the person if what you are saying is accurate. Listen closely to the person's answers, plus evaluate his or her experience and ability. Check all their references.

Look for maturity and experience in learning how to control personality differences. There is no "best" personality for any job. The qualities that may suit one person better than another, over-used, may be the very reason for disqualification.

Be sure to focus on each letter, whether high, low or mid, and design your own questions relating to specific job needs. You should study this entire booklet to better understand personality types. Training is also available for those who want to become "Certified Human Behavior Consultants."