there are myers briggs and disc personality profile. i ran a company back in the late '80s. we were hiring 100 people a month and keeping about 50 of them nine months later. we then put the predictive index in which is a means by which in ten minutes, you can get a profile of someone's personality and by using the predictive, we cut our bad hires down to less than 2. i've used that ever since. it's a tool. people don't use it. i also give the wonder league test, which is an i.q. test. why do you need to know? i want to know how long it takes you to come up with to speed on something. i'm big on testing. >> that's interesting. we've not heard that on this show yet. i am going to dig into that a little bit. >> one of the things i would say is that, first of all, you have to figure out what the job requirement really are, not just title. the hirer needs to do their homework and identify what are the characteristics of this position and what willful fill it properly and when you go to look at the resumes, you can look at the background factors and the personality factors, you ca