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I Advice - The Dynamic Personnel Selection Tool For Business - Handwriting Analysis
Building a priceless business relationship entails creating a series of progress-based impressions. None is more important than the first. Make sure your first meeting with someone is progress-based and powerful.Remember, people meet people all the time. You need to stand out as someone they want future contact with. To do this you must Be Progress in their mind. You must be a Progress Agent.Here are 10 quick tips for delivering solid first impressions from Cracking the Networking CODE.1. Do not try to do major business deals (save that for later). Do not rush new relationships; think LONG TERM. Do not SELL! It is a mind-set. Be subtle. The worst thing you can do is try to start selling someone something as soon as you meet them.2. Be an Early Bird and a Late Bloomer. Never be late. At a networking event the ten minutes before things get under way and the ten minutes after are the real golden moments. So arrive 15 minutes early and stay 15 minutes late.3. Always stand when
In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.
Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunit
Development is the key to success. A person goes on to fulfill his and his family’s requirements at any cost. Everything goes on smoothly, till in the end a person is not able to cover up the cost of a certain necessity. He is left with a frail bank balance and is on the road and not knowing what to do. This is what cheap loans are meant for. It provides you with the requisite finance and doesn’t let you down in case you meet a financial emergency.Loans these days are have become a certain necessity. The loan in the financial market allows you to avail any kind of loans. For this very reason people do not curb their desires in need of money. Cheap loans provide you with the luxury of fulfilling any of your desires. But there are certain points that have to kept in mind before applying for cheap loans. The first and foremost point is the loan amount.Since it is easier to find a lender letting you to avail the luxury of cheap loans, person makes a big mistake by applying for a loan amount larger than his actual requirem
Preparing an efficient business organization requires using an insightful personnel selection tool for the job. Employers constantly face the problem of choosing the right personnel for the job function and avoid turnover. But how does that employer make the best hiring or promotional decision?
The fact is that most hiring decisions are made by emotional reactions or gut-feeling, whether conscious or not. The person looked good. The person had the right responses. The resume was according to scripted formats. The luncheon turned out well. The person smiled and was friendly yet the other interviewers had mixed reactions. The result of this typical situation is usually not a rational, objective one. But that doesn’t have to happen. There is help. But, first, let’s look at some general research information and the thinking of experienced advisors on the hiring process.
Personnel Journal, December 1976 issue, cites a 16 year study by the Marketing Survey and Research Corporation of Princeton, New Jersey, concluding that personality is the key to successful hiring. This conclusion has been reiterated periodically by other personnel professionals one of which is Kurt Einstein who traveled the business world giving personnel selection lectures to corporate leaders. It is unknown whether he is still active. However, he is quoted in Success Magazine as saying, “Over 87% of all people fail not because of capability but because of personality.” Peter Drucker has said that “One third of all hiring decisions are outright failures..no place else in business would we tolerate such poor performance.”
The study in Personnel Journal pitted the usual criteria of education and experience against specific personality characteristics. The results strongly indicate “Job-matching has proven to be successful when specific personality dynamics qualities are present in the applicant.” For instance, the study found that to be a sales person one should be people oriented, have empathy, and strong ego drive. But does an employer know this before hiring? No.
Next, let’s examine performance reviews. When a performance review is conducted the person being reviewed is really being evaluated on his or her personality as it applied to the work function. For instance, being on time for work reflects conscientiousness. Accuracy of work, concentration. Being a good problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?
In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.
Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity
As the story goes, ancient Chinese merchants would ship their products down the river to the next town as part of normal trade. Farmers would ship their produce and livestock as well. The problem, however, was that accidents were waiting to happen and could strike any ship at any time. An entire season's harvest could be ruined all at once. Merchants became wise and split their goods between 10 ships. This obviously increased the chances that a ship carrying some of their goods could sink, or be stolen, or ruined somehow. But, the rest of the ships would make it, and the small loss was part of doing business in order to ensure that most of the goods reached their destination. This is insurance in it's basic form. It is also an example of diversification.Most people have their retirement funds in stocks and bonds. Much is heard about mutual funds as the pathway for diversification. But the stock market, while divided up into different sectors, still consists of stocks. They are part of the stock universe. Some may di
Personnel Journal, December 1976 issue, cites a 16 year study by the Marketing Survey and Research Corporation of Princeton, New Jersey, concluding that personality is the key to successful hiring. This conclusion has been reiterated periodically by other personnel professionals one of which is Kurt Einstein who traveled the business world giving personnel selection lectures to corporate leaders. It is unknown whether he is still active. However, he is quoted in Success Magazine as saying, “Over 87% of all people fail not because of capability but because of personality.” Peter Drucker has said that “One third of all hiring decisions are outright failures..no place else in business would we tolerate such poor performance.”
The study in Personnel Journal pitted the usual criteria of education and experience against specific personality characteristics. The results strongly indicate “Job-matching has proven to be successful when specific personality dynamics qualities are present in the applicant.” For instance, the study found that to be a sales person one should be people oriented, have empathy, and strong ego drive. But does an employer know this before hiring? No.
Next, let’s examine performance reviews. When a performance review is conducted the person being reviewed is really being evaluated on his or her personality as it applied to the work function. For instance, being on time for work reflects conscientiousness. Accuracy of work, concentration. Being a good problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?
In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.
Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunit
As a business, non-profit or association manager, what do you want?Publicity that delivers newspaper and talk show mentions, or behavior change among your key outside audiences that leads directly to achieving your managerial objectives?Special events that attract a lot of people, or public relations that persuades your most important outside audiences to your way of thinking, then moves them to take actions that help your department, division or subsidiary succeed?Zippy brochures and videos, or a way for you to do something positive about the behaviors of those external audiences of yours that MOST affect your organization?What I believe you need to know about PR are two realities:1) The right PR really CAN alter individual perception and lead to changed behaviors that help you succeed, and2), your public relations effort must involve more than special events, brochures and news releases if you really want to get your money’s worth,The underlying truth about PR goes this way: people
The study in Personnel Journal pitted the usual criteria of education and experience against specific personality characteristics. The results strongly indicate “Job-matching has proven to be successful when specific personality dynamics qualities are present in the applicant.” For instance, the study found that to be a sales person one should be people oriented, have empathy, and strong ego drive. But does an employer know this before hiring? No.
Next, let’s examine performance reviews. When a performance review is conducted the person being reviewed is really being evaluated on his or her personality as it applied to the work function. For instance, being on time for work reflects conscientiousness. Accuracy of work, concentration. Being a good problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?
In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.
Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunit
There are now essential reasons why individuals and businesses need to find out information by doing an SSN Lookup. These reasons can and often do entail a search to verify that details submitted on a CV for a position are indeed valid. These reasons don't have to be commercial, they can be for personal use as well.You may probably be reading this at the moment and asking, perfectly valid questions like - If I look up John Doe's SSN is that ethical? Is it an invasion of 'their privacy'. Well I think the answer to these questions is two fold. Firstly 'your details' have been checked many times. Yes, think back when you were applying for a car loan, medical insurance - perhaps a mortgage. Do you see what I mean? Secondly do you think you would consider the 'ethicality' if you were looking at employing a Nanny for the kids. I'm positive, if you are like me - you would want to be 'sure' you were making the right decision!Many employers commonly use Social Security Numbers to check the criminal, driving and credit records o
In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.
Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunit
Years ago I read an article by a renowned psychologist wherein he wrote his studies found one percent of all human beings would never lie, cheat or steal. One percent would always lie, cheat or steal and given the right set of circumstances, the rest of us would likely lie, cheat and/or steal.I mention this to highlight the fact that, if we can buyoff on this one principle – sobering though it may be – we have then, a benchmark from which to begin to at least try to understand the denigration of ethics that lead to outcomes like Enron and WorldCom.Most believe morality walks hand-in-hand with unquestioned ethics. A quick look-up in a dictionary for Morality reveals words like, ethical, good, right, honest, decent, proper, honorable, just, principled and so on. All good words, no doubt. Words too that describe what most of us – including Enron Exec’s - see in ourselves, Morally Upstanding.Nevertheless, there is no shortage of those who climb high upon their perch in an attempt to [dare I say] distance themselves
In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.
Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.
Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.
The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age, gender, race, nationality, ethnicity, and other affiliations cannot be observed. It is quite accurate and eliminates needless anxiety and visual prejudice. That method is scientifically based handwriting analysis.
Handwriting is really brain writing and is a reflection of a person’s personality since personality resides within the brain. Every person’s actions emanate from the brain. As fantastic as it may seem, handwriting/printing weaves a pattern which is never the same for the same person even when writing or printing the same thing over and over; yet is strikingly similar time after time. There are those who swear their handwriting changes; and, they are correct.
Examining handwritings very closely from the same person soon reveals that it is different yet relatives can easily identify. The brain is in a constant state of “action”. Electrical impulses are constantly initiating bodily requirements to maintain life. And, catching the brain’s CHANGING actions at the time of writing records those minute differences…yet the writing/printing still can be identified by those previously familiar with the displays. Handwriting and personality emanate from the brain and handwriting incorporates the personality also. Handwriting is just as scientifically based as all other sciences. Why? Because the whole universe is scientifically based including everything in it…your brain. Thus, being scientifically based the brain’s actions through handwriting display its “workings” and nature. There are only two possible movements when writing or printing: a straight line or a curve. Look around where you are now. That’s all you will see. Similarly, the computer works on 0 and 1. Many other dual consistencies of nature attest to our scientifically based universe.
Considering the personnel selection process and the use of handwriting (brainwriting) analysis, the job description is the foundation of the process and the most difficult for the employer to accomplish. What are the functions of the position? Careful consideration must be given to this aspect of the process. These should be listed in any order just to establish them on paper. They should then be prioritized. If “must qualifications” are used, they should be prioritized also not just lumped together. If’ “non-must qualifications” are used, they should be secondary and al
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