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According to a Princeton University study, 4 out of 5 people are wrong for the job in which they are hired. A company’s cost for replacing a "bad hire" could go as high as 3 times that person's annual salary – taking training and benefits into consideration. In light of this fact, it is no wonder that companies would want to make wise decisions and minimize mistakes when hiring new employees.

Corporate demand for handwriting analysis has doubled in the past years. Technically, graphology is the only non-discriminatory tool that is used in employment screening, since age, race, color, creed, and religion cannot be determined from handwriting. Studies obtained have shown an 80% accuracy with respect to employee compatibility when this tool is applied in the job screening process.

In selecting a job candidate, two things should be considered – (1) capability (what the candidate can do) and (2) personality (what the candidate is like characterwise). Of these two characteristics, personality is by far the more important one. Over 87% of employees fail in their jobs and performance because of personality, not because of capability. For the most part, it is personality that leads the way in performing the work, not education or experience.

Oftentimes, companies put more weight in a person’s resume, educational background and the kind of university the candidate attended rather than the latter’s personality and how ‘the new guy’ would get along with others or whether he or she could be dedicated to the job and get things done.

With large companys’ training programs, an employee can be taught how to do the job but no one or no amount of training can teach personality/emotional intelligence and how to get along with others.

Research substantiates that the high turnover companies experience is not because of insufficient job knowledge. It is due to the fact employees do not have the qualities they claim or else they are not matched to the right job or company. Many employers believe that if one has experience and skill in a job, they are well suited for that job. However, this is not true in 80% of the cases.

Utilizing Behavioral Profiling through Handwriting Analysis before promoting, firing or altering an employee's responsibilities, is essential to understanding the implications of the mix between the employee, the position/job and the manager/supervisor. If you match the interests and abilities to the job, and have the compatibility with management and colleagues, you have a correctly placed employee, thus reducing employee turnover.

There are also additional factors to consider: What about honesty? Would this new employee steal you blind? Would he or she report theft if he or she sees it happen? A person may lie on his or her resume. Potential candidates may lie about their background, about theft, or even about their body language and feign confidence when in reality they are nervous that the employer may find out about their untruths. But while their faces or words may reflect lies, their handwriting will not lie. It cannot lie because the brain controls the muscles in the hand which in turn control the ink on paper displayed by the pen.

What is Handwriting Analysis?

Handwriting Analysis (or Graphology) is both a science and an art. Scientifically, it measures what’s inside of the subconscious and knows what’s going on in a person’s conscious mind as well. Artistically, people are fascinated with it because it reveals so much about their character. Handwriting Analysis and Graphology are the same thing and both terms can be used interchangeably.

Handwriting is the study of human behavior as it relates to understanding personality.

Who hires a Handwriting Analyst (or Graphologist)?

On a Personal level: Anyone who would like to understand himself or herself or to receive confirmation on why they do the things they do.

On a Professional level: Corporations for pre-employment screening and employee retention; Attorneys for Jury selection; Organizers of Fairs, Festivals, and private functions for entertainment purposes.

What is a Forensic Document Examiner?

A forensic document examiner examines documents to determine authenticity and/or to discover who wrote them. The examiner may subsequently be called upon to present expert testimony in court to demonstrate the basis and reasons for his/her opinion. Forensic Document Examination is a strictly scientific process.

What can Handwriting Analysis do for Companies and their Human Resources Departments?

1. Does the candidate/ employee have dishonest characteristics?
2. Is the candidate/ employee a people person or more technically inclined?
3. Is the candidate/ employee defiant and rebellious and dislikes authority?
4. Would the candidate/ employee do well in customer service, sales and marketing or would he/ she be more apt to work as your fix-all person (ex. Computer/ printer/ telephone tech)?
5. Does the candidate/ employee get along well with others?
6. Is the candidate/ employee independent enough to work alone/ without supervision?
7. Is the candidate/ employee moody?
8. Would the candidate/ employee have determination in getting a job done?
9. Does the candidate/ employee have good organizational skills for complex projects?
10. Is the candidate/ employee interested more in having a job or in having a career?

Some practical observations on how Handwriting Analysis is used to measure personality for employers:

• Detail oriented types pay close attention to the fine points. If you have a complex and technical job, you would want more of this type to fill that seat.
• Introverts will participate, but usually will not dominate. Usually, they are, however, pretty good thinkers. The downside is, of course, that the person is too introverted and timid, so for the most part they will like to be left alone to do their jobs.
• Extroverts will participate, and usually like to dominate the conversation. A job in sales or anything that is people-oriented will be good for this type of person.
• Feeling types value interpersonal harmony and peace among the group. Feeling types would usually get along with most anyone; and if they don’t they will usually keep their opinion to themselves. It is much more difficult for a feeling type to put one's personal feelings to the side. People oriented jobs would be good for the feeling types
• Thinking types might be less naturally empathetic but are sometimes less likely to be prejudiced by their personal feelings. This type of person is similar to the detail oriented type.
• Religious types are more into right and wrong and will stick to his belief system of what is good and what is bad. An exception to this fact would be a New Age/Spiritual type who may be less strict and structured in their beliefs depending on the situation.
• Radical types dislike authority
• Artistic types could mimic either or both Feeling and New Age types.
• Technical types are in the same category as Detail oriented types and Thinking types – facts and figures move them. Give them a manual to read and decipher and they are happy.

  NOTE: One thing to always keep in mind is that people are complex and one person could have a combination of or conflict between trait types in his or her personality. The key factor is identifying how these traits interact within the person as a whole, what the dominant trait is and how it is influenced by other traits. The above statements do not take into account the big picture. The actual handwriting will certainly bring this point out and the Handwriting Analysis will be able to decipher it.

  If you are a Company or work for a company that is interested in engaging the services of a Handwriting Analyst, please call me at 404-290-1655 or e-mail at hypnotherapy4health@gmail.com. You can also visit me on the web at http://www.hypnotherapy4health.com (Click on link: “Pre-Employment Screening”).