Persistent Personality Result

A breakdown of the Persistent Personality

Mara Miller avatar
Written by Mara Miller
Updated over a week ago

Assessment Result: PERSISTENT


Persistent individuals tend to be strong individualists who continually seek new horizons. They are direct, confident, self-reliant, and independent in thought and action. If an issue arises, Persistents prefer to find their own solutions. They are able to bypass convention and often come up with innovative solutions to the problem.

Persistents often challenge the status quo and may take control of situations whether it is needed or not. They are very persistent in pursuing the results they desire by doing whatever is necessary to overcome obstacles that may appear. In addition, they have high expectations for others and can be critical when their standards are not met.

Persistent individuals are most interested in achieving their own goals; opportunities for advancement and challenges are important to them.


  • Never gives up

  • Results-oriented

  • Very matter of fact

  • Observant

  • High expectations for self and others

  • Independent

  • Flexible

  • Welcomes challenges

Areas That Need Support:

  • Persistent personalities may appear to others as being impatient.

  • They may appear to others as demanding or controlling.

  • They may appear to others as lacking empathy or being blunt.

  • They may “do” and then ask for forgiveness later.

  • They like to have control over their environment.

  • They may struggle with others’ time management.

  • They can become restless easily.

  • They often make decisions quickly without considering the facts.

Role in Office:

Would a Persistent be good at cold calling?

  • Persistents are self-starters and will attack a call list, keeping at it to make sure to stay ahead of everyone else. However, because of their poor relationship-building skills, they will need to be coached and have relationship goals to be successful.

Would a Persistent make a good Customer Service Representative?

  • Persistents tend to be impatient and may lack the skills to help clients with issues they are experiencing. Instead of building relationships with clients, Persistents will just fix the issue at hand and move on to something they value as more important to achieving their own goals.

What role is best for a Persistent?

  • With the right management and training, Persistents will make an awesome addition to any sales team and will fit best in a Sales role.

  • Potential roles for a Persistent include Sales Representative, Account Executive, Sales Development Representative, Business Development Representative, Recruiter / Talent Acquisition, Sales Manager, and Telemarketer.

  • When prospecting, how do you build rapport quickly?

  • A prospective customer wants you to bend the rules and then you can secure the sale. What do you do?

  • Describe a time when you went against an established process. What happened? How did it impact the team/workflow/your job?

  • What was your most recent team experience like?

  • Which of your skills need more improvement as a salesperson?

  • Tell me about a time you needed to set boundaries with someone (co-worker, customer) Why did you need to set them and what were they?

  • How do you stay motivated to keep making sales calls when you continue hearing “no” from prospects?

Example Interview Questions:

Click here to find additional Sample Interview Questions based on personality type.

Managing a Persistent:

  • Help refine their skills and prepare them for advancement opportunities.

  • Remind them to consider others in decisions.

  • Create a competitive compensation plan.

  • Keep them motivated and engaged by mentoring, training, and encouraging a healthy competitive environment.

Benefits to the Team:

  • They keep an eye on the bottom line.

  • Qualities of a leader.

  • Seek innovative ways to solve problems.


  • Loss of power or control.

  • Being used for others' gain.

  • Being viewed as weak.

  • Boredom.

Suggestions on how to Communicate:

  • Be brief and to the point.

  • Conduct meetings in a business-like manner.

  • Focus on the facts.

**Disclaimer** - Candidates should not be hired or rejected for a position based on their Personality Assessment Results alone. Make sure you are using the assessments as a piece of your process, giving equal consideration to the assessment, resume/experience, and interview.

If you have any additional questions regarding this tutorial please feel free to reach out, we are here to help.

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