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.

According to business experts, 95% of a company's success is hiring correctly. The end result of a hiring error results in employee turnover, which directly costs companies anywhere from $2,000 to replace a clerical position to $75,000 for a typical manager. And these are direct costs. The amount of indirect costs related to a mistake in the hiring process can be monumental.

There are a number of ways that companies typically screen prospective employees. Notice everything that employers rely upon in this chart is subjective based either on the interviewers' "impressions" or the applicants' "opinions" of themselves.  Only handwriting analysis evaluates an applicant free of bias: it profiles the complete applicant (without their input!).  Listed below are the most common job screening tools used today:
 
 
HIRING TOOLS AVAILABLE

SELF REPORTS & QUESTIONNAIRES:
    *  Can be faked by test-wise job candidates
    *  Designed to evaluate only a portion of one's personality
    *  May ask invasive questions (insulting or illegal)
    *  Does not evaluate one's behavior, just their reactions to questions
    *  Requires their cooperation, honesty and self-awareness

BACKGROUND CHECKS:
    *  Employers reluctant to disclose information for fear of lawsuit
    *  Unknown credibility of person disclosing information
    *  Nothing found (may be applicant's first employment or new to the industry)

INTERVIEWING:
    *  Subjective interpretations by interviewer; low validity
    *  Applicant may not perform well in interview (anxiety, modesty)
    *  Applicant's appearance affects interviewer, discrimination inevitable
    *  Overburdens interviewer; time consuming
    *  You interview poor applicants as well as good

POLYGRAPH:
    *  Inconsistent validity
    *  Restricted from use in most employment situations except in extreme cases

CONSUMER CREDIT CHECKS:
    *  Invasive, non job-related
    *  Incomplete information or incorrect information not uncommon

RESUMES:
    *  54% of all resumes are falsified, particularly pervious earnings & education
    *  Often not prepared by applicant; therefore, quality is not reflective of applicant
    *  Doesn't demonstrate performance or personality of applicant

FINGERPRINTING:
    *  Only useful if prosecuted or convicted in a certain area that is being checked
    *  Many employers to avoid trouble and media attention do not prosecute criminals

SKILL CHECK:
    *  Nothing is learned about personality of applicant
    *  Requires appointment time to "test" applicants

HANDWRITING ANALYSIS:

           OBJECTIVE:
                *  Not a self-report (doesn't require honesty/self-awareness)
                *  Non-threatening process (no invasive questions asked)
                *  Prevents illegal discrimination (doesn't reveal age, race, gender, religion, appearance)

            JOB RELATED:
                *  Traits can be selected unique to each job position for a customized profile
                *  No personal questions asked like psychological self-reports
                *  Successful employees typically have personality commonalties
                *  Evaluates the total personality (not a portion of one's personality like self-reports)

            VALID & RELIABLE:
                * Has been studied and refined for hundreds of years
                *  Over 2,000 published studies in journals
                *  Used extensively in Europe and its use growing in the U.S.

            INEXPENSIVE:
              *  High volume evaluations for as low as $15 per person
                *  Interview only quality applicants
                *  Requires little staff time
                *  Less costly than a battery of psychological tests
                *  Professional consultation included with profile results
                *  Multiple uses - (self-improvement, career guidance, hiring, negotiations, compatibility,
                    team-building, investigations)
                *  Profile applicants before flying them in from out-of-town
                *  Gives interviewer immediate insight during interview; saves time

            DIFFICULT TO TRICK:
              *  Can't cheat as on a psychological test
                *  Intimidates conmen and criminals from even showing up for a job interview
                *  Analyses can be produced without one's knowledge or cooperation

            CREATES RAPPORT:
              *  New hires can learn more about themselves and perform better with others
                *  Family members of key staff can be profiled to improve family happiness
                *  Creative way to evaluate/understand people

            EASY/FAST:
              *  Same day service available (otherwise 2 days)
                *  Takes only a few minutes to produce a handwriting sample
                *  Simply fax writing, select profile type you want
                *  Upgrade from lesser profile to more in-depth with just a phone call or a fax
 

SUMMARY CHART OF SCREENING METHODOLOGIES

When used separately, each of these 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.

A 16 year study by psychologist Herb Greenberg asked the question, "What is 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."

Although handwriting analysis is relatively unknown in the Corporate America, more than 5,000 companies are already using it as a tool in their hiring procedures. Additionally, The Wall Street Journal reports that 80% of the corporations in countries such as France, Israel and Germany employ handwriting analysis in their employment decisions.

At HRC, we recommend that handwriting analysis be used as a complementary tool in a company's hiring efforts. While each of the traditional methods described above has specific strengths, none can provide an employer with accurate, timely and revealing information about an applicant's personality . . . information that may never be learned, or at the very least, information that would take a great deal of time and money to acquire.

With HRC, an analysis of handwriting is non-invasive, nondiscriminatory, does not rely on the honesty of the applicant, and is completely legal. HRC portrays an individual's complete personality: abilities, potential and limitations, along with methods for self-improvement. Expert consultation is included with each profile.

HRC's track record of reducing employee turnover and improving employee performance is both well known and documented. We have been tested by Xerox, The Wall Street Journal, universities, The Washington Post, ABC World News, Dateline, The Chicago Tribune, the United States Air Force, and more than 1,000 others in our 20+ year history.

We suggest that you browse through our samples included at this site. In addition, we suggest you look at the various products that HRC offers. Each product is designed to fit a specific need. You will find all necessary forms HERE. Once you identify the HRC product best suited to meet your need or needs, simply fax us the handwritings and we will fax you the results within 48 hours. Again, consultation from an expert is provided with each handwriting profile. If you are unsure of which product is best suited for your situation, please feel free to contact us through any of the medium listed on our main page.