Risk Mitigation and Hiring Decisions
Author: Linda Spencer
Risk Mitigation and Hiring Decisions or How personality profiling through handwriting analysis can help avoid costly hiring mistakes
Risk mitigation in hiring is a major consideration for companies today, or at least it should be. Bringing in a new hire is tantamount to bringing a stranger into your home to live with your family and have access to your resources. You need to know who you are hiring, not just who you think you are hiring. Having adequate information about candidates before they are hired is absolutely essential, because businesses large and small can be held liable for accidents and crimes committed by its employees. People are not always who they seem to be. Sometimes poor candidates are hired because they “seemed so nice”, had good references and had no record of any criminal offense. Pre-hire assessments provide the easiest and most effective way to eliminate uncertainties in the hiring process.
There can be many reasons why a new hire may not work out, however, very often, personality plays a major role. A new hire may have the right credentials and abilities to do the job but if they can’t get along with others in the workplace, have a negative attitude or won’t take responsibility for their mistakes, employee morale and productivity will be affected.
The current state of the economy and the high unemployment rate mean that companies are faced with a deluge of job applicants and an increased need to avoid hiring mistakes. Hiring decisions become costly mistakes when they are made with inadequate information about the candidate. There are many good personality tests available to assist employers in their hiring decisions. One of the best is personality profiling through handwriting analysis (Graphoanalysis). Graphoanalysis is a scientific approach to personality assessment, is highly accurate, does not violate EEOC rules, and is an efficient and unobtrusive technique for providing necessary and important insight into job candidates. It is simple and quick to administer. The applicant is instructed to use an ink pen and fill a standard sheet of 8 ½ x 11 inch unlined paper with their handwriting. The candidate may write about anything they want but often they write about their job experience or why they believe they are the right person for the job. All applicants follow the same procedure. A detailed report addressing the applicant’s strengths and weaknesses as they relate to the job requirements and company culture is provided within 48 hours.
Four of the advantages of using handwriting analysis as a risk mitigation tool in hiring include the following personality assessments.
Reliability: This is the most important category in an employee’s suitability for any job. This assessment rates maturity, and the ability to maintain balance and control under stress, pressure or changing circumstances. This applies to most jobs in today’s work environments.
Integrity: Includes a high score on reliability (see above), a commitment to truthfulness and an appropriate consideration for the rights and needs of others. This is especially important where access to money or important confidential information is a part of the job.
Perseverance: The ability to stick with a project and see it through to completion in spite of setbacks and obstacles that may come up. Very important in long term projects that require time and patience to complete. Some people enjoy and prefer routine short term projects that allow quick results and function best with those.
People orientation: The ability to deal with people and to get along with co-workers and supervisors. Important in working on a team. Many people get along well with others but will work best with projects that they can complete on their own and that they alone are responsible for.
The worst case scenario involving risk mitigation or due diligence is when violence occurs in the workplace. Handwriting can reveal signs of trouble, extreme stress or anger, and serve as an alert to get the person help before they may lose control. Handwriting also reflects changes over time and can be used to assist in understanding why an employee’s behavior has changed on the job. Very often there are warning signs in a person’s behavior but unfortunately they are usually ignored. Personality assessment using an individual’s handwriting can illuminate concerns, serve as a direction for help for the individual and in some cases protect others from harm.
When an interviewer or supervisor has an accurate understanding of the applicant’s personality they can develop specific questions to ask during the interview. This helps the candidate and the employer determine a fit with the position and the company culture.
No job candidate assessment tool should ever be used alone but in combination with other sources of information including references and background checks. Used as an adjunct to other management tools and resources handwriting analysis is a surprising invaluable tool for risk mitigation.
If you haven’t tried using handwriting analysis in your hiring practice it is a risk well worth taking.
About the Author
Linda Spencer is a certified Graphoanalyst with over 25 years of experience working with human resource managers, business owners and law enforcement. She holds a Master’s degree in Human Services Administration and has written several articles on the value of handwriting analysis. She conducts workshops and training seminars for fraud examiners, police detectives, and state auditors.
The worst case scenario involving risk mitigation or due diligence is when violence occurs in the workplace. Handwriting can reveal signs of trouble, extreme stress or anger, and serve as an alert to get the person help before they may lose control. Handwriting also reflects changes over time and can be used to assist in understanding why an employee’s behavior has changed on the job. Very often there are warning signs in a person’s behavior but unfortunately they are usually ignored.