What is graphology and how handwriting assessment saves money for the employer
Anna Samoilenko can evaluate the main competencies of the candidate in 10 seconds and conduct a deep assessment of personal qualities in 3 minutes.
Yes, Anna has extensive experience and an MBA diploma, but handwriting analysis helped speed up the staff assessment process.
The main methods of working with candidates at the selection stage - interviews, business games, testing - give 60% of the accuracy of the assessment. Because you can (need) prepare for the interview and show the results.
A deeper analysis of the qualities and skills of an employee in the classical recruiting scheme is obtained using assessment (from observations).
Simply put, after multi-level interviews and various tests, the employee goes on a trial period. The task of the personnel specialist is to closely monitor the new one during the test period. Such an assessment takes an average of 3 months and costs the employer at least 6-8 salaries (approximately 200,000 rubles-300,000 rubles). In general, it is long and expensive.
Graphological analysis reduces the cost of the company for the selection of one employee a thousand times, most importantly - saves time and nerves.
Graphology, or handwriting, in business is:
- Staff recruitment and training
- Personnel Management
- Formation of corporate culture
- Formation of an effective team
- Leader development
- Career guidance
- Creating a personal brand
What is the accuracy of the candidate’s handwriting assessment and how does it work (proof)
As an example, we compared the pros and cons of popular methods of personnel assessment.
Interview
+ A familiar format for a candidate (high confidence)
+ Easy to find method information
+ Suitable for remote evaluation
- Easy to get away from important issues (lie)
- Direct technique ("forehead")
- low accuracy
- Not up to date
- long
Business game
+/- It is difficult (but possible) to get away from important issues
+ Sufficient accuracy
+ Easy to find method information
- Direct method
- Not up to date
- long
- Low candidate confidence in the methodology
- Not suitable for remote evaluation
Testing
+/- It is difficult (but possible) to get away from important issues
+ A familiar format for a candidate
+ Easy to find method information
+ Suitable for remote evaluation
+/- Accuracy 60%
- Direct method
- Not up to date
- long
Assessment
+ You can not get away from important issues
+ High precision
- Direct method
- Not up to date
- long
- Low candidate confidence in the methodology
- It is difficult to find information about the technique
- Not suitable for remote evaluation
Graphological analysis gives 85% accuracy (statistics of the school "Graphology for HR"). This is a modern technique, which is impossible to deceive. High speed, remote evaluation capability. There are only two minuses - you can learn to analyze handwriting only at specialized courses and candidates do not trust the methodology.
We also did not believe and conducted an experiment - we sent for analysis a sample of the handwriting of the creator of the project GorodRabot.ru
According to the terms, Anna did not see the owner of the handwriting, did not know the name, position, length of service in the company, age. From the input data were a handwritten scan of the letter and information about the author's gender. Everything went online.
Hit 90%. This is shock, this is magic. Better to check once.
5 handwritings of “difficult” employees
There is a lot of information in the public domain about the signs and elements of the handwriting of a "bad" person. But it’s better to ask an expert.
Anna Samoilenko told GorodRabot.ru about handwriting that is worth paying attention to.
Dirty handwriting
Sloppy handwriting. A lot of blots, the grid is not respected, the lines creep onto each other, different slope and size of the letters.
Friday, September 13, 2019
5 ways to distinguish a fraud job from a direct employer job
Job title
Pay attention to the name of the vacancy - the position or position and specifics should be indicated here. For example, a sales manager or a sales manager for building materials. With the best military resume writing service your resume will be perfect - https://www.ted.com/profiles/13766074.
Employer company
If the company name is unknown, look for information about the employer on the Internet - check the existence of the organization, look for reviews.
More often fraudsters in the labor market are represented by consulting companies or branches of large foreign companies.
Duties
The direct employer writes in detail about job responsibilities without vague and generalized phrases such as working with documents, office work, working on a computer, typing.
If the text of the vacancy does not clearly list the work that the employee should perform, this is most likely a fraudster.
Overpayments
Pay attention to the salary of the position. Fraudsters deliberately set high salaries in order to attract as many job seekers as possible. For example, 70,000 rubles for an office manager in a region.
To understand the appropriate level of salary for your chosen profession, compare different vacancies in your city and see salary statistics.
Payment or personal data request
If a potential employer asks for payment for paperwork, passes, for sewing uniforms or for anything else - this is a 100% fraudster.
More often, under such a scheme, shift workers are deceived - swindlers ask candidates to transfer money for paperwork to work as a shift abroad, and then disappear.
Do not include passport or other personal data in the interview form - it’s better to just leave. An employer does not have the right to demand personal information prior to formalizing a job according to all the rules.
Pay attention to the name of the vacancy - the position or position and specifics should be indicated here. For example, a sales manager or a sales manager for building materials. With the best military resume writing service your resume will be perfect - https://www.ted.com/profiles/13766074.
Employer company
If the company name is unknown, look for information about the employer on the Internet - check the existence of the organization, look for reviews.
More often fraudsters in the labor market are represented by consulting companies or branches of large foreign companies.
Duties
The direct employer writes in detail about job responsibilities without vague and generalized phrases such as working with documents, office work, working on a computer, typing.
If the text of the vacancy does not clearly list the work that the employee should perform, this is most likely a fraudster.
Overpayments
Pay attention to the salary of the position. Fraudsters deliberately set high salaries in order to attract as many job seekers as possible. For example, 70,000 rubles for an office manager in a region.
To understand the appropriate level of salary for your chosen profession, compare different vacancies in your city and see salary statistics.
Payment or personal data request
If a potential employer asks for payment for paperwork, passes, for sewing uniforms or for anything else - this is a 100% fraudster.
More often, under such a scheme, shift workers are deceived - swindlers ask candidates to transfer money for paperwork to work as a shift abroad, and then disappear.
Do not include passport or other personal data in the interview form - it’s better to just leave. An employer does not have the right to demand personal information prior to formalizing a job according to all the rules.
What to do if asked to go through a lie detector at an interview
A lie detector, or polygraph, is not a new invention. Checking the physiological response to a lie was used in ancient China and ancient India. Of course, much has changed since then.
The lie detector is used mainly in the investigation of crimes. But the ability to recognize fraud is so tempting that the polygraph is increasingly used to check applicants.
Theoretically, it makes sense to use a polygraph only if the employee is taken on a post with material liability or access to classified information. But the research data say - in Russia, every tenth company offers to go through a polygraph at an interview.
We conducted a survey and found out that 15% of Russian workers passed a lie detector during an interview, 9% refused such a test.
How does a lie detector test go through an interview
If the company takes seriously the results of a polygraph test, then in addition to the applicant, the following must be present at the interview:
Polygraph Specialist
HR manager
Head of the department in which the employee will work
This will help to more accurately formulate questions and identify important points.
Sensors are connected to the subject. They start with simple questions, the answer to which is known - name, surname, age and so on. This is necessary so that the specialist sets up the polygraph.
The check itself takes about an hour. They only ask questions that can be answered with “Yes” or “No”. The questions are repeated, changing the wording. This improves the accuracy of the assessment of results.
How to fool a polygraph (no way)
Polygraph examiners claim that the minimum reliability of the results is 80%, and in practice more than 93%. But on the Internet there are many recommendations of “experienced” applicants on how to trick a lie detector.
For example, to reduce reactions, advise:
Sleep little before checking
Drink alcohol
Take sedative
Have a lot of coffee or energy drinks
Put button in shoes
We hasten to grieve - all these methods do not work and certainly will not bring health benefits.
Lawyer's comment
Lawyer GorodRabot.ru Yuri Kozhinov answered the most common questions of applicants who were asked to speak with a psychologist, and then connected to a polygraph.
How to correctly refuse a polygraph test?
You can refuse without explaining the reasons for your decision. You can refer to a state of health that affects the objectivity of the study (high blood pressure, arrhythmia, and the like).
You can say that you do not consider a polygraph as an objective way of checking the reliability of answers to questions.
If the employer refuses the candidate based on the results of the audit, how can this be challenged?
In this case, the employer argues the refusal to hire other circumstances. Officially, due to the results of the polygraph studies, they will not be refused employment, they will find other reasons.
It is almost impossible to appeal such an employer decision.
Are there any posts where polygraph screening is mandatory?
It is not possible to conduct a polygraph test without the written consent of the applicant. And the obligatory passage of the polygraph for this reason is not provided.
The lie detector is used mainly in the investigation of crimes. But the ability to recognize fraud is so tempting that the polygraph is increasingly used to check applicants.
Theoretically, it makes sense to use a polygraph only if the employee is taken on a post with material liability or access to classified information. But the research data say - in Russia, every tenth company offers to go through a polygraph at an interview.
We conducted a survey and found out that 15% of Russian workers passed a lie detector during an interview, 9% refused such a test.
How does a lie detector test go through an interview
If the company takes seriously the results of a polygraph test, then in addition to the applicant, the following must be present at the interview:
Polygraph Specialist
HR manager
Head of the department in which the employee will work
This will help to more accurately formulate questions and identify important points.
Sensors are connected to the subject. They start with simple questions, the answer to which is known - name, surname, age and so on. This is necessary so that the specialist sets up the polygraph.
The check itself takes about an hour. They only ask questions that can be answered with “Yes” or “No”. The questions are repeated, changing the wording. This improves the accuracy of the assessment of results.
How to fool a polygraph (no way)
Polygraph examiners claim that the minimum reliability of the results is 80%, and in practice more than 93%. But on the Internet there are many recommendations of “experienced” applicants on how to trick a lie detector.
For example, to reduce reactions, advise:
Sleep little before checking
Drink alcohol
Take sedative
Have a lot of coffee or energy drinks
Put button in shoes
We hasten to grieve - all these methods do not work and certainly will not bring health benefits.
Lawyer's comment
Lawyer GorodRabot.ru Yuri Kozhinov answered the most common questions of applicants who were asked to speak with a psychologist, and then connected to a polygraph.
How to correctly refuse a polygraph test?
You can refuse without explaining the reasons for your decision. You can refer to a state of health that affects the objectivity of the study (high blood pressure, arrhythmia, and the like).
You can say that you do not consider a polygraph as an objective way of checking the reliability of answers to questions.
If the employer refuses the candidate based on the results of the audit, how can this be challenged?
In this case, the employer argues the refusal to hire other circumstances. Officially, due to the results of the polygraph studies, they will not be refused employment, they will find other reasons.
It is almost impossible to appeal such an employer decision.
Are there any posts where polygraph screening is mandatory?
It is not possible to conduct a polygraph test without the written consent of the applicant. And the obligatory passage of the polygraph for this reason is not provided.
How to Increase Sales Efficiency - Marketing Director Tips
How to achieve results from a sales manager, what methods of motivation work, what needs to be changed in the work of the sales department right now
Why sales people can’t raise salaries
The increase in the base part of the salary does not work at all. If you want lazy salespeople, increase their fixed salary.
The seller is focused primarily on the result, so you need to increase the percentage of sales. The employee understands that the salary depends only on the result of the work. Moreover, the percentage should not be conditionally constant.
For example, the manager brought the client and receives a percentage of the transaction every month. This is wrong, as it leads to degradation of the sales department and gently kills your organization. You get a lazy seller, and the company - a narrow, not growing customer base.
In my opinion, the sales manager should receive a one-time bonus from the transaction. And customer support is included in its salary part.
How to properly control the work of the sales department
83% of Russians prefer to work in companies with a soft type of management. 18% of employees under 25 years old want to see a friend in the boss. But this does not work with sales managers.
The lack of tight control and the overly loyal attitude of ROP (the head of the sales department) to the sales department is like a condensed can for a diabetic. Tasty, cool, but not for long!
Constant failures in concluding contracts, a mess in the workflow, “drawn” reports and, as a result, a drop in the authority of the head.
For the success of any, even the smallest sales department, you need to make a daily cut. Mandatory morning five-minute with summing up yesterday and the designation of new tasks.
The first cut of economic indicators and the implementation of the plan at 13.00 to understand who is behind and help him. The second cut is the end of the day at 17.00-18.00.
Control is never superfluous, the main thing is that it does not grow into paranoia.
How to teach a manager to work with hot clients
Negotiation scripts do not work. Especially if conversations are tapped, and then they are sorted out - why did I skip paragraph 5.3 and why did not I ask according to paragraph 7.2.
If you work in the b2b sector, the interlocutors also went through sales courses and perceive scripts as a bad tone and work “on the forehead”.
How to teach a manager competent negotiations: in the first month send him to the maximum for trainings and seminars, provide reliable sources, attract experienced colleagues.
In the future, you need to give him at least 3 hours a week for self-education. The manager must understand that each conversation with the client requires preparation and an individual approach.
A good manager does not sell a company's product - he solves a client’s problem with a quality product.
How to refuse an employer if you change your mind about going to a new job - and stay in good relations
According to surveys of the American agency Clutch, 41% of job seekers consider it normal to ignore employers if they change their minds about going to a new job or get a better offer.
But do not forget that the labor market is cyclical - unemployment will replace the shortage of personnel. Therefore, burning bridges with good employers is at least short-sighted - especially if you work in a narrow field.
In general, behave like an adult and try to resolve the situation without reputational risks.
Put yourself in the employer's place
Think about the situation from the perspective of a hiring company. More precisely, eychara, who spent many hours searching for candidates, interviews, evaluating and filling out reports.
After the work done, the human resources specialist has chosen you as the person with whom they want to work and spend close by every day. The employer liked you - and he expects reciprocity.
You can’t just go and disappear. Explain the situation - it's up to you.
Take time to report a decision
Employers also often do not report the decision to candidates. Some do not communicate with applicants at all, ignoring resumes and letters. It is not right.
Companies that care about reputation and brand, build communications with applicants in such a way that even in the event of failure, no one is offended.
Competent employers report on each step - “We have received your resume,” “We are reviewing your resume,” and so on. If the candidate didn’t come up, the eychar calls and informs in person, as a last resort he writes a long letter of gratitude for the time spent.
This scheme works in the opposite direction.
Explain the reason for the refusal
Remember how it infuriates when employers do not explain the reason for the refusal. Often companies avoid this point because they do not know how to communicate unpleasant news. Afraid of negative communication.
This is a business, nothing personal. There is a need to explain the refusal for at least three reasons: this is honest, it will help the applicant to understand what to work on, it will still leave a positive impression.
Employers will also appreciate open communication. For example, you did not like the working conditions or the recruiter at the interview asked too personal questions. Say it straightforward, but don't go insulting.
Leave yourself the opportunity to return
When you tell the employer about the decision, add that you still want to work in the company and would be grateful for the opportunity to return to the discussion of work if you don’t like the new place, and I’m ready to consider new offers in the future. For example, with a higher salary or position. After that, be sure to exchange contacts with the eychar or leader - make friends in social networks, stay in touch.
It may seem arrogance, but smart job seekers do this.
But do not forget that the labor market is cyclical - unemployment will replace the shortage of personnel. Therefore, burning bridges with good employers is at least short-sighted - especially if you work in a narrow field.
In general, behave like an adult and try to resolve the situation without reputational risks.
Put yourself in the employer's place
Think about the situation from the perspective of a hiring company. More precisely, eychara, who spent many hours searching for candidates, interviews, evaluating and filling out reports.
After the work done, the human resources specialist has chosen you as the person with whom they want to work and spend close by every day. The employer liked you - and he expects reciprocity.
You can’t just go and disappear. Explain the situation - it's up to you.
Take time to report a decision
Employers also often do not report the decision to candidates. Some do not communicate with applicants at all, ignoring resumes and letters. It is not right.
Companies that care about reputation and brand, build communications with applicants in such a way that even in the event of failure, no one is offended.
Competent employers report on each step - “We have received your resume,” “We are reviewing your resume,” and so on. If the candidate didn’t come up, the eychar calls and informs in person, as a last resort he writes a long letter of gratitude for the time spent.
This scheme works in the opposite direction.
Explain the reason for the refusal
Remember how it infuriates when employers do not explain the reason for the refusal. Often companies avoid this point because they do not know how to communicate unpleasant news. Afraid of negative communication.
This is a business, nothing personal. There is a need to explain the refusal for at least three reasons: this is honest, it will help the applicant to understand what to work on, it will still leave a positive impression.
Employers will also appreciate open communication. For example, you did not like the working conditions or the recruiter at the interview asked too personal questions. Say it straightforward, but don't go insulting.
Leave yourself the opportunity to return
When you tell the employer about the decision, add that you still want to work in the company and would be grateful for the opportunity to return to the discussion of work if you don’t like the new place, and I’m ready to consider new offers in the future. For example, with a higher salary or position. After that, be sure to exchange contacts with the eychar or leader - make friends in social networks, stay in touch.
It may seem arrogance, but smart job seekers do this.
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