Construction Company: A construction company was having difficulty finding reliable and motivated laborers for their projects. Traditional recruiting methods resulted in high turnover rates and inconsistent work quality. By implementing automatic personality typing, the recruiters were able to assess candidates' suitability for the physically demanding nature of the job as well as their work ethic and reliability. This led to a significant decrease in turnover and an increase in productivity, as the company was able to hire workers who were not only skilled but also well-suited to the demands of the job.

Manufacturing Plant: A manufacturing plant was struggling to find assembly line workers who could work efficiently in a team environment. The recruiters found that while candidates might have the necessary technical skills, they often lacked the interpersonal skills needed to collaborate effectively with their coworkers. With automatic personality typing, recruiters were able to identify candidates who not only had the required technical abilities but also possessed strong communication and teamwork skills. As a result, the plant saw improved teamwork, reduced conflicts, and increased productivity on the assembly line.

Transportation Company: A transportation company needed to hire truck drivers who not only had the necessary driving skills but also exhibited traits such as responsibility, punctuality, and adaptability. Traditional recruitment methods often resulted in the hiring of drivers who were skilled but lacked the reliability needed for long-haul routes. By incorporating automatic personality typing into their hiring process, recruiters were able to assess candidates' personalities and work styles, identifying those who were dependable and well-suited to the demands of the job. This led to a decrease in missed deadlines and accidents, as the company was able to hire drivers who were not only skilled behind the wheel but also trustworthy and responsible.