"Employers hire for job skills, and fire for personality faults"

The U.S. Supreme Court considers handwriting a public document, and has declined to attach the privacy tag to it. More-over there is no law in India, which bars handwriting analysis. Therefore handwriting can be analyzed without the author's consent express or implied.

 
 1. BUSINESS 

Although handwriting analysis is relatively unknown to Corporate India. Globally more then 5,000 companies are already using it as a tool in their hiring procedures. Additionally, on September 03, 1985 The front page of the Wall Street Journal reported that 80% of corporations in Countries such as France, Israel and Germany employ handwriting analysis in their employment decisions. 
 
Just look at this, 54% of all resumes are falsified, particularly in respect of pervious earnings, education & experience they are often not prepared by the applicants; therefore, quality is not reflective of applicant also. Resumes also do not demonstrate the attitude, approach performance or personality of applicant.

 
RESEARCH 

A 16-year study by psychologist Herb Greenberg tried to recover the most important factor in job success?" After gathering data from more than 7,000 companies and 350,000 employees, the study determined that, "Personality is the single most important factor in job success - not education, not experience, not age, gender, race." Other reports have revealed that " Employers hire for job skills, and fire for personality faults."


EMPLOYEES & TEAMS WORK

• Identify prospective embezzlers and frauds: They always said prevention is better then cure

• Improve teamwork & work environment: Large Companies send their employees on vacations to increase the feeling of togetherness and develop team spirit. We try and do the same through handwriting analysis letting the best possible combination of people be in the team.

• Gain insight before promoting or transferring employees

• Profile efficient & inefficient poor staff; 

• Retrenchment - Locate the best talent to retain.

• Troublemaker - Identify the ones giving out trade secrets raising anti company positions or are most likely to raise the Red flag in terms of go slow, strikes, etc.
   

 
INVESTIGATIONS

• Profile prospective business partners and customers before hand and enjoy the advantage of knowing their character nature approach and attitude during negotiations. Try and avoid people who are more likely to backstab you or turn hostile 

• Anonymous letters (understand the nature character and try to identify the person who could have written such letters) 

• Threatening letters; in-depth understanding of the author (kidnap notes/poison pen, Suicide notes)

• Profile suspects without their knowledge (improved interrogation techniques)

• Gain insight & Understand troubled family members 

• Jury selection (eliminate unsuitable juror candidates)

• Profile the uncooperative (those who refuse to take psychological tests)
   

As a policy, collect and preserve handwriting samples of ALL employees and job applicants (for use presently or in the future). Personality profiles can be produced on employees when the need arises, such as: during an investigation, or to understand why an employee who later leaves the company was so successful or unsuccessful, or to understand why an employees performance has improved or declined over time by comparing earlier handwriting samples to current ones. Profiling excellent & poor employees and using them in screening future job applications create success models. 
 
BACKGROUND CHECKS: In case of the applicant's first employment there is no scope for background checks. Handwriting analysis provides a useful check in this regard. 

CONSUMER CREDIT CHECKS: It is an Invasive, non job-related work function and the problem of dealing with Incomplete and incorrect information is not uncommon

 
DRAW BACKS OF SELF-REPORTS :

• Test taker could lie or misrepresent himself

• The examinee's sense of understanding about the questions could be different from what was asked to him?

• All examinee's do not take self reports very seriously most of them treat it as a formality?

• Does not evaluate one's behavior, just their reactions to questions 

• Requires their cooperation, honesty and self-awareness

• Most of our self-reporting questionnaires are not comprehensively designed as they relate to specific work functions. For e.g. A persons applying for a job as a Financial Controller will have questions relating to Finance. There is no avenue of knowing his mental make up during a period of Financial Crunch? In other words will he be able to manage the creditors and recover money from the customers?
   

INTERVIEWING: Interviewing is a generalized method of drawing specific conclusions. A person, who does not dress himself well regularly, is very non-compromising and inflexible might turn up well dressed and cordial. This 30-minute evaluation is based on the presumption that first impression is the last impression but it does not happen that way really. It is very difficult to summarize a lifestyle of character and personality in these 30 minutes of subjective discussion

• Anxiety and Modesty does not let the applicant perform well during interviews. Their answers are also prone to subjective interpretations 

• Screening Interviews are time consuming as you interview both poor applicants as well as good ones

• Decorative aspects of the personality influence people like a warm handshake, a smiling face, well dressed personality and so on. It is such a myth as outside the interview room this person could be an active volcano and not the cool sea breeze that he appears to be inside. 

Let us consider the following example:

Ram: Ram is a dark skinned middle-aged gentleman with bushy eyebrows and sharp eyes without a post graduate degree. 

Sunita: Sunita is 26, beautiful, attractive carries a postgraduate masters and has been planted by a rival Company to get insights about your business 

Sunita will invariably qualify for the job while Ram will be shown the no-vacancy Board as there is no way of finding out aspects about employee honesty and integrity apart from Graphology. The appointment of Sunita could be the turning (downward) point of your Company.

• You can profile out-of-town applicants before asking them to come over

• Discover applicants strengths & weaknesses before interviewing 

• Profile vendors (therapist, baby-sitter, landscapers, roommates, accountant, attorney)
   

Always insist for a handwritten resume and a paragraph on a blank unlined paper followed by a signature. It is really that simple and easy.

You can contact us and after going through our range of services. You should look at the benefits that we offer. We shall discuss the fee structure with you over phone after going through your requirements. Consultations are included.
 
Pre-Interview Sort: (normally requires 10 minimum per order) Designed to pinpoint which job applicants are worth interviewing, and which are not; this saves you a lot of time. This fast and easy process gives you the advantage of being able to quickly identify and hire the best applicants before your competitors. Applicants are sorted into one of four groups: very good, acceptable, questionable poor. This is Ideal for high volume screening when you don't have time to interview everyone, but can't afford to overlook good people. Self-explanatory results. 

Risk Assessment: Designed to evaluate applicants considered for cash, safety or security sensitive jobs. Profile measures four key areas: Emotional Stability, Honesty, and Judgment Quality & Substance Abuse Risk. Self-explanatory results. 
 
Basic Profile: A unique intermediate level pre-employment tool where we customize the profile to the specific job. Designed for career guidance, job matching and team-building. 

Handwriting analysis is designed for applicant screening (and interviewing tool), self-improvement, employee assessments, team building, career guidance, compatibility assessments (corporate or personal), and any type of behavioral investigation. Many companies use profile during job screening process, then provide new hire with copy as a tool for self-improvement. Recommended on any important job post and on all final job candidates. Consultations are included. 

 2. PERSONAL 

• Self-improvement (improve: family happiness, health, relationships, achieve goals) 
• Find ways and means to increase mental and physical compatibility between partners
• Find out ways to increase energy levels, ambition and goals
• Are you unable to concentrate and focus yourself on your objectives? Increase concentration levels and become focused with life.
• I assist you in career guidance also.
• I help you in overcoming depression and disillusionment with life? 
• Profile prospective, present or past dating & marriage partners.
• Profile prospective brides and grooms and dating partners
• Profile and understand family members save the breakup of the joint family through Graphotherapy (improve communications and relationships). 
   

COMPATIBILITY 

By comparing two people's handwriting I can indicate the level of compatibility in a close relationship, The compatibility could relate to a living, loving or working relationship Sometimes differing attitudes, habits and approaches to life do not show up for weeks or months. By the time familiarity allows basic traits to become apparent they might be well down the road of commitment. It covers the analysis of any two people and reveals the strength and weakness of each character independently. Graphological compatibility reports can be used to immediately pick up these basic personality traits.

Areas of potential or likely differences and conflict are pinpointed right away. These undesirable traits can be done away with through the use of Graphotherapy Hopefully; there will be greater areas of harmony than conflicts.

Please visit the FAQ section for more details.

HANDWRITING ANALYSIS:

OBJECTIVE:
 

  
SUMMARY CHART OF SCREENING METHODOLOGIES
 
When used separately, each of these conventional hiring tools yields only a portion of information necessary to your decision. In combination, employers may find out important information about applicants. However, unless each process is carried out in such a way to totally eliminate bias on the part of the employer and the applicant, then it is impossible to ascertain the single most important factor in hiring correctly - that is the personality traits of the applicant.