operly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.

Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.

Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.

The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age,

October 29, 2005

Preparing an efficient business organization requires using an insightful personnel selection tool for the job. Employers constantly face the problem of choosing the right personnel for the job function and avoid turnover. But how does that employer make the best hiring or promotional decision?

The fact is that most hiring decisions are made by emotional reactions or gut-feeling, whether conscious or not. The person looked good. The person had the right responses. The resume was according to scripted formats. The luncheon turned out well. The person smiled and was friendly yet the other interviewers had mixed reactions. The result of this typical situation is usually not a rational, objective one. But that doesn’t have to happen. There is help. But, first, let’s look at some general research information and the thinking of experienced advisors on the hiring process.

Personnel Journal, December 1976 issue, cites a 16 year study by the Marketing Survey and Research Corporation of Princeton, New Jersey, concluding that personality is the key to successful hiring. This conclusion has been reiterated periodically by other personnel professionals one of which is Kurt Einstein who traveled the business world giving personnel selection lectures to corporate leaders. It is unknown whether he is still active. However, he is quoted in Success Magazine as saying, “Over 87% of all people fail not because of capability but because of personality.” Peter Drucker has said that “One third of all hiring decisions are outright failures..no place else in business would we tolerate such poor performance.”

The study in Personnel Journal pitted the usual criteria of education and experience against specific personality characteristics. The results strongly indicate “Job-matching has proven to be successful when specific personality dynamics qualities are present in the applicant.” For instance, the study found that to be a sales person one should be people oriented, have empathy, and strong ego drive. But does an employer know this before hiring? No.

Next, let’s examine performance reviews. When a performance review is conducted the person being reviewed is really being evaluated on his or her personality as it applied to the work function. For instance, being on time for work reflects conscientiousness. Accuracy of work, concentration. Being a good problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?

In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.

Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.

Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.

The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age,

k at some general research information and the thinking of experienced advisors on the hiring process.

Personnel Journal, December 1976 issue, cites a 16 year study by the Marketing Survey and Research Corporation of Princeton, New Jersey, concluding that personality is the key to successful hiring. This conclusion has been reiterated periodically by other personnel professionals one of which is Kurt Einstein who traveled the business world giving personnel selection lectures to corporate leaders. It is unknown whether he is still active. However, he is quoted in Success Magazine as saying, “Over 87% of all people fail not because of capability but because of personality.” Peter Drucker has said that “One third of all hiring decisions are outright failures..no place else in business would we tolerate such poor performance.”

The study in Personnel Journal pitted the usual criteria of education and experience against specific personality characteristics. The results strongly indicate “Job-matching has proven to be successful when specific personality dynamics qualities are present in the applicant.” For instance, the study found that to be a sales person one should be people oriented, have empathy, and strong ego drive. But does an employer know this before hiring? No.

Next, let’s examine performance reviews. When a performance review is conducted the person being reviewed is really being evaluated on his or her personality as it applied to the work function. For instance, being on time for work reflects conscientiousness. Accuracy of work, concentration. Being a good problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?

In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.

Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.

Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.

The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age,

we tolerate such poor performance.”

The study in Personnel Journal pitted the usual criteria of education and experience against specific personality characteristics. The results strongly indicate “Job-matching has proven to be successful when specific personality dynamics qualities are present in the applicant.” For instance, the study found that to be a sales person one should be people oriented, have empathy, and strong ego drive. But does an employer know this before hiring? No.

Next, let’s examine performance reviews. When a performance review is conducted the person being reviewed is really being evaluated on his or her personality as it applied to the work function. For instance, being on time for work reflects conscientiousness. Accuracy of work, concentration. Being a good problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?

In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.

Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.

Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.

The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age,

problem solver indicates analytical and/or creative abilities. Dependability for meeting schedules, reliability. A hard worker means energy and consistency of performance. Interpersonal skills, maturity. These are inherent and essential characteristics accounting for performance. Education and experience plus all of the environmental aspects of development are channeled through the inherent personality base. Therefore, evaluating personality is the key to matching the person to the job description. So, what does an employer do about improving the personnel selection process?

In-depth interviewing is one method. This, of course, should be done by a well trained interviewer with much experience. Yet, one may not acquire the real picture because of the ability of the interviewee to answer “properly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.

Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.

Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.

The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age,

operly” having been coached by a professional counselor. Or, with the possibility of being nervous, may not present well. Ultimately, with this method, one is still not sure of the person’s real nature.

Psychological testing is another method which tends to be quite expensive, takes time, and the applicant has the opportunity to second guess the responses and produce a distorted view.

Another method is a known person from past experience or from highly qualified recommendations based upon longevity of association. This is probably the most trusted method of employers yet is the rarest used in reality.

The final method is one that cannot be second guessed and reflects the personality of the individual directly from the brain. It is extremely objective since the applicant’s age, gender, race, nationality, ethnicity, and other affiliations cannot be observed. It is quite accurate and eliminates needless anxiety and visual prejudice. That method is scientifically based handwriting analysis.

Handwriting is really brain writing and is a reflection of a person’s personality since personality resides within the brain. Every person’s actions emanate from the brain. As fantastic as it may seem, handwriting/printing weaves a pattern which is never the same for the same person even when writing or printing the same thing over and over; yet is strikingly similar time after time. There are those who swear their handwriting changes; and, they are correct.

Examining handwritings very closely from the same person soon reveals that it is different yet relatives can easily identify. The brain is in a constant state of “action”. Electrical impulses are constantly initiating bodily requirements to maintain life. And, catching the brain’s CHANGING actions at the time of writing records those minute differences…yet the writing/printing still can be identified by those previously familiar with the displays. Handwriting and personality emanate from the brain and handwriting incorporates the personality also. Handwriting is just as scientifically based as all other sciences. Why? Because the whole universe is scientifically based including everything in it…your brain. Thus, being scientifically based the brain’s actions through handwriting display its “workings” and nature. There are only two possible movements when writing or printing: a straight line or a curve. Look around where you are now. That’s all you will see. Similarly, the computer works on 0 and 1. Many other dual consistencies of nature attest to our scientifically based universe.

Considering the personnel selection process and the use of handwriting (brainwriting) analysis, the job description is the foundation of the process and the most difficult for the employer to accomplish. What are the functions of the position? Careful consideration must be given to this aspect of the process. These should be listed in any order just to establish them on paper. They should then be prioritized. If “must qualifications” are used, they should be prioritized also not just lumped together. If’ “non-must qualifications” are used, they should be secondary and also in priority. This procedure is difficult for any employer but it forces a thought process which will register a clearer picture of the person sought. Once this is completed, the employer can proceed with the selection process.

For example, for the function of production control manager, the employer has identified the following “must” requirements in priority: must manage 10 people, plan production per sales input, coordinate plans with other departments, have clear communication skills, be objective in teamwork efforts. These must-have characteristics are now converted into brainwriting characteristics. Let’s take what we have one at a time and convert them.

To manage people, one must be people oriented with objectivity and a firm ego with maturity. Planning production requires organization with some detail ability. Coordina