Handwriting Research Corporation

Job Screening and Hiring

You have just spent the last four weeks utilizing your normal screening tools which include reviewing resumes, interviewing, background checks and reference checks, in an effort to fill a non-management position. During that time, you narrowed your list of candidates from 45 applicants to 10 prospective employees, and after another interview and testing, you are now down to three finalists. Three more interviews and you're done. The problem is, all three candidates are experienced, educated and could probably do the job. But which one will do the best job?

    Employers and interviewers frequently inform us that interviewing job applicants is a tedious, no fun, non-profitable, labor intensive process that results in a "blur" of interviews creating a near impossible way of separating on applicant from another.  Last week an interviewer told me, "I remember one of the applicants was not willing to work Saturdays, but for the life of me, I can't remember which person it was; I am so tired of interviewing that I'm just going to pick one."  Most companies have numerous managers interview before hiring, and they often do not agree on who to hire.  Not only is this expensive but unproductive without the aid of an objective tool.
Excerpt from Handwriting Analysis Advantages

The most important factor to any company's success is it's ability to hire the right people. The right people are not necessarily the most educated, the most experienced, the best looking, etc. They are individuals whose personalities and interests match those of the company's needs.

RESEARCH COMPLEMENTING YOUR HIRING PRACTICES WITH THE HRC ALTERNATIVE WHAT NOW?

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