Personality, Compatibility, and Personal Timing Are Measurable With Comprehensive Handwriting Analysis, Astrology, and Numerology

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Posts Tagged ‘pre-employment screening’

The Ultimate Compatibility Test

Monday, November 18th, 2013
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The ultimate compatibility test, one that will quickly reveal how compatible you are with another person on a personal or professional level, is greatly sought after.

The problem is that it doesn’t exist, at least in a form usable by anyone, without having to learn any forms of personality analysis.

True compatibility is much deeper than sharing a lot of the same interests and ideals. You’ve been there before, undoubtedly: you seem to have similar personalities, interests, and values; both lack significant personality red flags, yet you still bring out the worst in each other.

How can this be, you ask? It’s because genuine compatibility goes much deeper than your biases, background, values, whether or not you like sports, culinary tastes, politics, religion, how much you’re willing to work at it to make it harmonious, or what you like to do for fun.

The ultimate compatibility test has everything to do with invisible forces beyond conventional thinking, and it has little to do with subjective self-tests and on-line quizzes. The more limited the self-knowledge (typically, very limited), the greater the results of self-tests and quizzes are skewed, and that’s not even including the honesty factor; people notoriously answer how they think they should answer or in a way that indicates they’re seeking some sort of “I’m a good person” award.

Authentic compatibility isn’t a choice. The compatibility between every pair of individuals is as exclusive as your fingerprints, it’s unchangeable, and it’s measureable.

I employ the ultimate compatibility test in my systems of analysis. I realize the skepticism you may have about such a statement, but I believe it is true after testing countless methods and developing my own methodologies over the last 20+ years.

Additionally, it would take years to instruct someone (especially a person who favors modern astrology techniques) how to fully utilize my proprietary systems of analysis, which are compartmentalized and coded for security. They are as useful to the uninitiated as a jungle map in an ancient tribal language, while stuck in the middle of the Amazon without any survival skills.

I measure compatibility, along with personality and timing. In my view, there exist several requirements to discover true compatibility. Although you must consult with me to yield the benefits of my ultimate compatibility test, the time and money you save, and peace of mind you gain, is invaluable.

Copyright © 2013 Scott Petullo

Why it’s Impossible to Replicate Someone’s Handwriting

Monday, September 17th, 2012
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You may be able to partially imitate someone’s handwriting for a word or two, like with an attempted forged signature, but it’s a lot more difficult than it seems.

The more extensive the handwriting sample, the more difficult imitation becomes, for these two reasons:

  1. You must first suspend your own unique handwriting patterns, which are the result of your subconscious mind, with its distinctive set of psychological fears and defenses, manifesting through your handwriting. As you learned to write, you first learned how to form letters, then words, then sentences, at which point you could write without thinking about how to write (known as graphic maturity). Attempting to suddenly break free of the way you naturally write can really upset your unconscious mind and cause excessive stress and anxiety, as outlined in this article.
  2. To imitate another person’s script, it involves much more than just how it may appear to someone new to graphology. Precisely duplicating more than 300 indicators such as rhythm, spacing, pressure, slant, compression and expansion, zonal balance, speed, and others, all at the same time, just isn’t achievable. You would have a much easier time emulating how another person talks.

Select individuals, such as artists, may appear to be able to significantly alter their script, like they possess two or more different forms of handwriting. However, though two different forms of handwriting by the same person may appear different on the surface, it’s very likely the two forms have a lot in common, including those factors I list above (rhythm, pressure, etc.) and more.

My handwriting sample forms include the following directions: “The writing sample should be done in your normal writing style while you are comfortably seated at a table or desk. If you habitually print, then please also include a paragraph of cursive writing. If you normally have several styles of writing, you may also include samples of each.”

A job applicant, for example, couldn’t attempt to significantly alter his or her script without the risk of raising problematic personality red flags; affectation and bluff are straightforwardly identified through handwriting analysis.

Handwriting analysis is one of the most objective and non-discriminatory forms of personality analysis and the results can’t be manipulated, helping you to limit your risk considerably.

Copyright © 2012 Scott Petullo

5 of the Worst Personality Analysis Mistakes

Monday, February 20th, 2012
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Understanding true personality strengths and weaknesses is vital for your career, business, and personal life success. It can save you an enormous amount of time and money if you get it right, yet misinterpreting personality can ruin you.

Myers-Briggs

Although I believe psychological self-tests such as Myers-Briggs can help determine social inclination, or even be a somewhat useful part of a pre-employment evaluation program, for example, everybody knows you’re on your best behavior while taking self-tests.

It’s impossible to acquire an adequately defined view of abilities and potential personality problem areas exclusively from self-tests, even if they are “psychologist approved.” The self-tests can be gamed.

Enneagram

The Enneagram (or Ennegram) personality typing system is another popular method, relying on only nine categories, including “The Reformer,” “The Helper,” “The Achiever,” “The Individualist,” “The Investigator,” “the Loyalist,” “The Enthusiast,” “The Challenger,” and “The Peacemaker.

Essentially, in using such a method, you’re observing a person’s behavior for a period of time, sometimes a very brief period of time, and selecting one of the nine categories, or perhaps more than one.

Let’s see, this person appears (never mind that it could very well be her business persona, and not her real personality) to be rational, people-pleasing, driven and success-oriented, responsible and engaging, versatile and spontaneous, and willful and self-confident.

The above listed traits are specifically from six of the nine Enneagram categories, so that makes her a “Reformer—Helper—Achiever—Loyalist—Enthusiast—Challenger.”

Wait a minute, someone identified her the next day as a “Peacemaker” (agreeable, receptive, reassuring), because “She is so nice; we clicked so well!”

Well, why not just place her and everyone else in all nine categories?

Are you starting to see a problem with this sort of assessment?

Considering some of the negative personality traits from seven of the nine categories, the following are created: the “perfectionistic Reformer,” “possessive Helper,” “self-absorbed and temperamental Individualist,” “secretive and isolated Investigator,” “anxious and suspicious Loyalist,” “scattered Enthusiast,” and “confrontational Challenger.”

Unfortunately, it’s entirely possible someone might possess none of those negative personality traits, or alternatively, even several from multiple categories.

Regrettably, you’re only going to be scratching the surface of authentic personality if you lack an objective system of analysis. In other words, without set standards of interpretation that disallow partiality, guessing at someone’s “type” won’t give you accurate results, and you certainly can’t rely entirely on fill-in-the blank and multiple choice self-tests to delineate true personality.

Instead of oversimplified assessment methods that can’t identify distinct individual strengths and challenges, you need a more comprehensive (and objective) method such as handwriting analysis that can accurately delineate specific personality red flags and talents.

Included below are five common personality analysis mistakes:

  1. Making the erroneous assumption that the complex human personality can be crammed into only one or a few personality types. Expecting consistently accurate character and compatibility analyses with subjective personality typing systems is like expecting to become an overnight millionaire through Internet marketing (less than 5% of all Internet marketers succeed, and far fewer have become millionaires).
  2. Attempting to identify your “blind spots” or strengths through subjective analysis such as with a personality typing system—you need someone outside yourself and a more objective system.
  3. Making the false assumption you can simply look for “cues,” “particular language,” or “specific behaviors” in other people to type them and assess their character accurately (unless you have them under a microscope for hours, including high-stress situations, and you’re a trained psychologist, it’s impossible for the average person to do this, even with “Internet guru advice”).
  4. Erroneously (and astonishingly mindlessly) believing you can predict another person’s future behavior while under pressure exclusively with subjective and self-test personality typing systems.
  5. Mistakenly thinking you can discern subconscious motivations and compatibility from mere subjective and self-test personality typing systems.

I strongly recommend the use of a range of evaluations, including handwriting analysis, in conjunction with other psychological testing methods to determine authentic personality and, or if a person’s abilities match the demands of the job.

Handwriting analysis, in conjunction with comprehensive astrology and numerology, is invaluable to reduce your risk because it can’t be manipulated and absolutely assesses actual personality–subconscious character—well beyond the persona when an individual is at their best, such as when they know they are being scrutinized.

Copyright © 2012 Scott Petullo

What Really Matters Besides The 3 Most Important Interview Questions

Tuesday, February 14th, 2012
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The job interview is one of the most important parts of the hiring process, along with background checks, confirming employment history and credentials, and evaluating skills related to the job.

George Bradt, a forbes.com contributor, succinctly captures the core essence of the job interview in 3 key questions:

  1. Can you do the job (abilities)?
  2. Will you love the job (motivation)?
  3. Can we tolerate working with you (are you a fit for the company and its current employees)?

The above-linked article is from the perspective of a hiring manager or business owner who wants to hire the best candidate possible for the job and minimize turnover.

Considering that about 40% of corporate executives leave their respective organizations in less than 18 months, existing hiring practices aren’t very efficient.

Not only do bad hires damage the company’s profit margin, but being placed in an inappropriate job also hurts a person’s career.

The problem with relying heavily on the interview process is that many applicants excel at interviewing; they’re rapid-fire thinkers who will look you in the eye and tell you exactly what you want to hear in a convincing way, even if they aren’t sincere. Essentially, just like personality self-tests, the interview process can be manipulated, and you won’t even know it until after the person is hired.

I recommend the following to avoid the above-mentioned pitfall:

  1. Conduct multiple interviews with several supervisors.
  2. Evaluate the candidate’s skills related to the job through multiple assessment methods, including handwriting analysis and comprehensive astrology and numerology.
  3. In the case of having the luxury of several good candidates from which to choose, identify the least risky candidate through handwriting analysis and comprehensive astrology and numerology. This involves looking for compatibility red flags between the potential new hire and existing staff, and also identifying personality red flags (e.g., involving people skills) that might clash with the company’s culture.

Additionally, it’s wise to confirm the potential employee’s true motivations to determine if they are likely to love the job or not. For example, no matter what they say in the interview, if they thrive in a team environment, they won’t be happy working independently.

Under stress on the job, after the hiring process and while superiors aren’t watching, a person’s authentic personality emerges.

There exist many personality traits and red flag concerns that aren’t easy to measure by only talking to an applicant, reviewing their resume, and through standard personality evaluations.

Having an accurate read of character through handwriting analysis, and comprehensive astrology and numerology, you’ll greatly reduce your risk, and save enormous amounts of time and money in hiring situations.

Copyright © 2012 Scott Petullo

Addressing Handwriting Analysis Skepticism

Monday, September 12th, 2011
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One of the first entries you’ll find in an Internet search for “handwriting analysis” is by Wikipedia.

Reading the entry, you’ll notice Wikipedia classifies it as “pseudo science.”

However, are Wikipedia entries always objective?

English professor Alan Liu, UC Santa Barbara, states, “(Wikipedia) is not appropriate as the primary or sole reference for anything that is central to an argument, complex, or controversial.”

Amazingly, a spokeswoman for Wikipedia, Sandra Ordonez, stated in an e-mail interview, “(Wikipedia) is not an authoritative source…(and) there is no guarantee an article is 100 percent correct.”

Although much of the historical information on Wikipedia can be useful, Wikipedia has proven to be an exercise in radical partiality and underhanded misinformation. It’s compiled by a network of anonymous volunteers and has frequently been criticized by scholars and other individuals as being full of inaccuracies. Follow the money (start with the key sources quoted in the entries) and you’ll get a sense of how astonishingly erroneous data finds its way onto the pages of Wikipedia.

It goes without saying that the Internet is full of misinformation, so make sure to do thorough research on any given topic before solidifying your opinion.

Common concerns about handwriting analysis are addressed below:

Question:
Is handwriting analysis (graphology) a pseudoscience?

Answer:
No, it isn’t. Merriam-Webster dictionary defines pseudoscience as “A system of theories, assumptions, and methods erroneously regarded as scientific.” It defines scientific as “Of, relating to, or exhibiting the methods or principles of science.” It defines science as “A knowledge or a system of knowledge covering general truths or the operation of general laws especially as obtained and tested through scientific method.” Finally, it defines scientific method as “Principles and procedures for the systematic pursuit of knowledge involving the recognition and formulation of a problem, the collection of data through observation and experiment, and the formulation and testing of hypotheses.”

Handwriting analysis is empirically based—“…objective collection of data through observation and experiment and the formulation and testing of hypotheses.” Therefore, graphology is an authentic science.

Question:
Have most empirical studies failed to show the validity of handwriting analysis?

Answer:
No. More than 200 scientific papers have been published in non-graphological peer-reviewed publications in the last 50+ years. These scientific papers showcase the validity of handwriting analysis; there exists a distinct correlation between handwriting and personality.

Question:
If behavioral scientists had found it to be a valid tool, then wouldn’t they have done so by now and wouldn’t it be commonly used?

Answer:
Human behavioral studies involving handwriting analysis exist (see above) and it has been found to be a valid tool. Handwriting analysis is commonly used in the workplace (and elsewhere) at this time.

It’s not likely employers would continue to utilize handwriting analysis if it weren’t valuable.

Employers find handwriting analysis invaluable, particularly in Europe, although it’s commonly used in America as well (despite many businesses refusing to disclose that they use it). The London Times (9-17-1995) quoted a French official as stating, “About 80% of large companies in France use graphology as part of the recruitment process, generally for their executives…” Also, Dun’s Review reports that handwriting analysis is regularly used for hiring employees in 85% of European firms.

Furthermore, in addition to using forensic analysis, local, state, and federal (FBI, CIA, and other 3-letter agencies) U.S. law enforcement have and do utilize handwriting analysis, despite claims to the contrary.

Question:
Have studies related to predicting personality and job performance shown handwriting analysis to be inaccurate?

Answer:
Handwriting analysis has proven very valuable in assessing personality to match specific job demands. However, it does not “predict” job performance and any study involving this should be questioned.

Question:
If handwriting analysts (graphologists) can’t predict the scores on the Myers-Briggs test using samples from the test-takers, why should I trust handwriting analysis?

Answer:
Such a study is unfair and frankly, ridiculous. Handwriting analysis does not “predict” anything. It does, however, help save you the hassle and expense of hiring the wrong employees, and it’s an effective tool to help improve workplace morale and productivity by identifying true strengths, challenges, and compatibility.

My advice is to avoid giving the Myers-Briggs test any more than moderate emphasis in determining personality strengths and challenges.

The problem with fill-in-the-blanks and multiple choice question personality tests, the self-report kind, is that the person who is taking the test inevitably figures out the intent of the questions and answers how he or she thinks they should answer to score appropriately.

Whether is it to obtain a job, advance within a company, or for some other reason, the questions aren’t always answered honestly.

Everyone wants to present themselves in the best light possible and since self-report tests can be manipulated, a more objective alternative is necessary.

Besides, the Myers Briggs assessment notoriously, inaccurately outlines supposed dichotomies such as sensing-intuition, thinking-feeling, and judgment-perception. This approach showcases vague generalities and other than having a meeting to have a meeting to share the results with your co-workers, I see the test as inadequate.

Self-report personality tests are best used as supplements to other, more reliable forms of assessment, such as handwriting analysis.

Handwriting analysis is so useful because the results can’t be manipulated.

Question:
Why do many human resource professionals refuse to acknowledge handwriting analysis as an effective way to assess personality?

Answer:
The corporate rules, regulations, and human resource management guidelines they must adhere to leave zero room for thinking outside of the box. It’s unfortunate that many of these professionals are so bound by excessive corporate constraints. Commonly, they are guided by biased psychologists who advocate fill-in-the-blanks and multiple choice question personality tests, rather than handwriting analysis.

Question:
Do studies such as the King & Koehler study show graphology to be a “worthless predictor of job performance”?

Answer:
Again, handwriting analysis does not “predict” anything. In that particular study, the psychologists selected “Participants unfamiliar with graphology…” and those participants “…inspected handwriting samples paired with fabricated personality profiles…” They claimed to have used “handwriting-feature-personality-trait pairs,” but “Trait-pairs” suggests very basic, even trivial handwriting analysis; it’s no wonder the study turned out as it did.

The “semantic association between words used to describe handwriting features and personality traits was the source of biases in perceived correlation” is just another way to say “we didn’t employ well-trained handwriting analysts in our experiment because they would have demanded we take a more honest approach in defining character, in associating multiples/groups of handwriting analysis factors to personality; we thought it would serve our prejudice well to employ dumbed-down handwriting analysis methodologies…”

The lesson here is that you must consider the possible partiality behind any given study.

An aside, there do exist many psychologists who accept the science of handwriting analysis as an authentic means to assess personality, but like any provocative topic, there are groups on both sides of the debate.

Question:
Is handwriting analysis discriminatory? According to the Americans with Disabilities Act of 1990, handwriting analysis might appear to be discriminatory; if anyone who has a disability cannot take a test, then nobody can: evaluations that can’t be adapted for use by those who are disabled, such as a blind person, can’t be used by a potential employer.

Answer:
Handwriting analysis isn’t discriminatory.

The U.S. Equal Employment Opportunity Commission has stated, “We are not aware of any evidence or cases which suggest that graphology has an adverse impact on a protected class.”

Anyone who can write a few paragraphs of spontaneous writing, even if it is with their foot or mouth holding the pen, can have their handwriting analyzed.

Despite claims (i.e., fabricated studies), a handwriting analyst can’t distinguish sex, sexual orientation, race, age, weight, height, religion, or marital status from a handwriting sample. All qualified, honest graphologists will tell you the truth: sex, sexual orientation, race, age, weight, height, religion, or marital status can’t be reliably discerned through graphology. Handwriting analysis might just be the most non-discriminatory personality profiling method in existence. Firm correlations between specific protected classes and handwriting analysis indicators have not been identified in any credible study.

A well-trained professional graphologist objectively measures personality in relation to the demands of the job (e.g. diplomacy, organizational skills, assertiveness, attention to detail, et al). A graphologist does not predict success, and it’s not the graphologist’s job to make the decision if the person should be hired or not.

An employer should make sure that every job applicant submits a handwriting sample, whether or not that applicant’s handwriting sample is to be analyzed, if the employer plans to analyze handwriting as a form of evaluation for the job. I advise the utilization of graphology as one of the most valuable forms of character analysis available.

Question:
Is handwriting analysis an invasion of my privacy?

Answer:
No. Established legal precedents exist in relation to handwriting analysis. One U.S. court ruled that your script is “behavior in public” and that using it as the foundation of personality evaluation can’t be viewed as an invasion of privacy. U.S. vs. Hazelwood School District 534 F 2nd 805 states that graphology is “not precluded in hiring if it is related to the job.”

Invasion of privacy hinges on the expectation of privacy, which disappears when you fill out a job application in your handwriting and acknowledge that the employer will read it. Also, employers understand (through performance agreements, such as the one I use) that only the employer’s decision-makers (i.e., your interviewer, etc.), those supervisory personnel who have a “need to know,” are entitled to see the results of the analysis. The contents of each profile are kept confidential, as per the client-analyst agreement.

Besides, no ethical handwriting analyst would tell your prospective employer about your possible early-life trauma, for example, because it’s not directly related to the job. It’s the responsibility of the graphologist to focus exclusively on personality traits required for optimum job performance.

Question:
Since artists can alter their handwriting when they want, doesn’t this mean it’s not a useful form of personality analysis?

Answer:
A person applies for a job and they are told that as part of the hiring process they will be asked to submit a handwriting sample, and the sample directions include the following: “The writing sample should be done in your normal writing style while you are comfortably seated at a table or desk. If you habitually print, then please also include a paragraph of cursive writing. If you normally have several styles of writing, you may also include samples of each.”

Chances are they will not attempt to alter their usual script. Even if they do, a good analyst can spot affectation. By attempting to considerably alter his script, the writer would risk misrepresenting himself to the detriment of appearing to not be a match for the job.

Question:
Should employers rely exclusively on handwriting analysis for hiring decisions?

Answer:
No. I recommend the use of a range of evaluations (e.g., handwriting analysis, in conjunction with other psychological testing methods), in addition to the interview, background check, security investigation, etc. to determine a person’s fit for the demands of any job.

As I state on my handwriting sample forms, “Decisions will not be made based only on the results of the graphological analysis, but in conjunction with the interview process, decision-maker observations, and other information.”

Question:
Do individual handwriting analysis indicators, such as slant conclusively symbolize distinct personality traits?

Answer:
No, they don’t. There is no “this (a single indicator) means that (a specific personality trait)” in authentic handwriting analysis. Any single personality trait is effectively represented by multiple handwriting factors and any single factor’s energy is supported or mitigated by the other 300+ factors.

Unfortunately, the skeptics’ studies frequently employ single handwriting factors, negatively misrepresenting the science. An overly simplistic approach yields inaccuracies, which supports the skeptics’ agenda.

To those who still doubt the validity of graphology, recall that many respected scientists in the earlier part of the twentieth century asserted that psychology could not be a science. It took decades for psychology to be accepted as the valid science it is today.

It’s recommended to objectively investigate all viewpoints and to make your own conclusions. In doing so, you’ll likely find handwriting analysis to be a fantastic way to effectively assess personality and to reduce your risk.

Copyright © 2011 Scott Petullo

Bad Hires Negatively Affect 67% of Companies

Tuesday, May 3rd, 2011
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A recent CareerBuilder survey among over 2400 U.S. hiring managers includes startling findings:

*A bad hire has negatively affected 67% of companies

*$50,000 wasted on one bad hire for 24% of companies

*$25,000 wasted on one bad hire for 40% of companies

*58% of companies stated their average cost of hiring one employee at more than $1000 (not including cost of a bad hire)

*Lost time in replacing a bad hire, lost productivity, and financial loss in having to recruit a replacement were reported as the most common ways a bad hire negatively affected companies

More information here:
http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr609&sd=12%2f13%2f2010&ed=12%2f31%2f2010&siteid=cbpr&sc_cmp1=cb_pr609

It’s important to note that the generally accepted cost of a bad hire is over two times the annual salary. The costs of a bad hire estimates in the above survey were likely underestimated due to the bulk of the hidden costs being overlooked.

A sure way to reduce your risk of a bad hire is to use a full range of personality assessments, including handwriting analysis, to determine a person’s fit for the demands of the job.

Handwriting analysis is an effective tool to investigate well beyond the surface persona to reveal the subconscious personality, the real personality.

Under pressure on the job, after the interview and while superiors aren’t watching, a person’s authentic abilities and challenges emerge.

There are many personality traits and red flag concerns that aren’t easy to measure by only talking to an applicant, reviewing their resume, and through standard personality evaluations.

Remember, multiple-choice, self-test personality assessments can be manipulated. Handwriting analysis, executed by a well-trained professional, can’t be manipulated.

Having an accurate read of character, you’ll greatly reduce your risk and save enormous amounts of time and money in hiring situations.

Copyright © 2011 Scott Petullo

Business Owner Hiring Tools

Monday, February 14th, 2011
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Inc.com offers a valuable, no-charge hiring tool kit: http://www.inc.com/guides/2010/07/every-tool-you-need-for-hiring.html

Particularly helpful is the pre-interview questionnaire: http://www.inc.com/tools/2001/01/21399.html

Also, their employee confidentiality agreement is essential in helping you reduce your risk:
http://www.inc.com/tools/employee-confidentiality-agreement.html

Before you make any hiring decision, it’s important that you scrutinize fairly, cautiously, and thoroughly using multiple forms of appraisal. Several interviewers, background checks and security investigations, and various forms of personality assessment are advised.

Just be aware of the fact that any pre-hire character assessment that is applicant-executed (e.g., on-line evaluation systems, multiple choice psychological testing, et al.) runs the risk of being manipulated, even if the facilitator claims otherwise, and even if the applicant is not directly self-analyzing themselves in the assessment.

Among the numerous forms of appraisal you employ, handwriting analysis is recommended in order to assure exceptionally accurate and objective character assessment. It’s one of the most non-discriminatory forms of personality evaluation.

Unlike other methods, handwriting analysis assesses the real personality, the one behind the interview persona, allowing you to spot potential red flags before it’s too late.

Copyright © 2011 Scott Petullo

Adaptable Employees—Indispensable and How to Identify Before Hiring

Monday, October 11th, 2010
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Right Management surveyed over 100 hiring professionals and asked the question, “Is your workforce able to adapt to change and increase their effectiveness on the job?”

31% answered no and only 43% answered somewhat.

Full article here: http://www.hartfordbusiness.com/news13835.html

If your employees aren’t able to adapt to changing market conditions, it could seriously threaten your company’s existence.

Benjamin Franklin said, “All mankind is divided into three groups: those that are immovable, those that are movable and those that move.”

Hiring an employee who appears to have the flexibility to adjust to workplace and industry changes and then later finding out that they don’t can cost you a bundle.

But how do you find out if someone is truly adaptable in a way that can fortify your company’s competitiveness?

Joseph Johnson of Right Management, in the above-linked article, offers the following advice:
“Identify people who are may be change champions or potential stumbling blocks. Individuals need an objective assessment of their own strengths and weaknesses when confronted with change. A change readiness assessment can be part of the process to identify those employees with the strongest change skill set. Additionally, it provides managers with a common language of performance that allows them to discuss how an individual’s behaviors might affect the group dynamic.”

In addition to a change readiness assessment, it’s wise to assess your employees, and more importantly, your potential hires with a more objective form of personality analysis.

Handwriting analysis is one of the most accurate, objective, and non-discriminatory forms of character assessment. Adaptability is a personality trait that can be thoroughly and accurately outlined through handwriting analysis. Additionally, comprehensive astrology and numerology offers further checks and balances to allow you know just how adaptable that potential hire is before you make a job offer.

Remember, under pressure people’s true personality emerges. The true personality, the subconscious self, is effectively examined through handwriting analysis.

Copyright © 2010 Scott Petullo


Demanding Pre-Employment Screening: Simulations, But Still Not Foolproof

Monday, May 10th, 2010
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Scrutiny of U.S. job applicants has been increasing over the past couple decades because of the extreme expense associated with bad hires.

In addition to various psychological evaluations, workplace psychological simulation assessments are fairly common today. About 46% of executives endure some sort of pre-employment simulation, according to research firm Aberdeen: http://www.forbes.com/forbes/2010/0524/capital-psychology-technology-simulations-extreme-hiring.html?boxes=Homepagelighttop

“…A two-day-long assessment for a chief executive can cost an organization $25,000 per candidate. ‘That’s considered a bargain,’ says Amy Lewis of the Human Capital Institute, a nonprofit think tank in Washington, D.C., ‘especially when you consider the financial impact of a bad hire.’ She says 40% of external hires fail within two years. A bad corner-office hire can cost ten times the hire’s base salary, what with recruiting, relocation and training expenses, the time it takes to acclimate and implement strategic directives and the subsequent cost to undo that work and begin the hiring process anew. Those estimates don’t include morale loss and the risk a departing executive may poach talented employees…”

Although I believe psychological, intelligence, critical thinking, and other self-tests such as Myers-Briggs (http://scottpetullo.com/blog/2010/02/effectiveness-of-myers-briggs-personality-assessment-questioned/) can be a valuable part of a pre-employment evaluation program, everybody knows you’re on your best behavior while taking self-tests, and nobody gets a clear-cut view of skills, talents, and potential problem areas exclusively from self-tests, even if they are “psychologist approved.”

“…(from the first article linked above) If the candidate doesn’t outwit the test, it will expose his or her propensity for (negative personality traits)…”

In other words, if the candidate manages to maintain his or her composure during psychological simulations, and figures out how to game the psychological self-tests, they avoid exposing their character flaws, therefore keeping the administrators and hiring managers in the dark about their real personality.

I believe extensive workplace psychological simulation is a valuable hiring tool, yet I strongly recommend the use of a range of evaluations, including handwriting analysis, in conjunction with other psychological testing methods to determine a person’s fit for the demands of any job.

Handwriting analysis (especially in conjunction with comprehensive astrology and numerology) is so valuable because it assesses subconscious character, the actual personality, aside from the one presented and, or witnessed when an individual is at their best (e.g., when they know they are being watched/studied). It goes beyond evaluating an applicant just for the related job skills, can’t be manipulated, and exposes genuine character.

Copyright © 2010 Scott Petullo