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Gale finds that personality tests, similar to the well-known Myers-Briggs model (here's one on the Web at HumanMetrics), reveal whether people are leaders or followers, extroverts or introverts and lead by fact or feeling.

This method is often expensive but leads to spot-on staffing choices. Ideal candidates are confident, enthusiastic and good communicators.

“Personality is a clear way to judge a candidate’s ambition, drive and intellect,” says Gale.

Hands-On Experience
Not every position at an exhibit company is easily trainable. Diehl says he prefers that his designers have software experience, his sales people bring account management skills, and that product managers be well-equipped to deal with the pressure of keeping it all together.

Project managers keep company chaos to a minimum. Ask the right questions to ensure they can handle stressful situations.

 

Some people just aren’t cut out to work in an industry where change is the norm and stress levels run high.

Diehl employs an unconventional method to observe how his candidates hold up under pressure. He hands them a puzzle with two interlocking nails, asks them to unlock it and, at the same time, discuss the last thing they taught themselves how to do.

“How they react to that situation tells me a lot about how they work,” he says. “If they throw the nails on the table and say, ‘I hate these things,’ then I say, ‘You would hate working here.’”

Karen Nielsen is a freelance writer in Plano, Texas.

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