No interview can reveal the insights of handwriting analysis.

"The five key criteria usually applied in selecting job applicants — sex, age, education, race and experience — are being challenged as to their value in finding the right individual for a particular job. Job matching has proven to be successful when specific personality dynamics qualities are present in the applicant."
— taken from a 16-year study by the Marketing Survey and Research Corporation of Princeton, New Jersey and published in Personnel Journal (December 1976).

This is why handwriting analysis is so important in the selection process: it evaluates personality against the job description. Education and experience never guarantee success. It's the personality that DOES the job.

By assessing a combination of personality characteristics and comparing to the job description, you can make a more objective and intelligent determination as to the best candidate for a particular job.

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Now you can evaluate performance before you hire ... by utilizing handwriting analysis. Here's how it works:

1. The functional job description

This consists of the functions that will be required by the prospective employee. Not an easy task. It has been noted that this task may not always be thoroughly executed by the employer yet is the foundation of the process.

2. The personality description

This is the conversion from the functional job description to the nature of the personality required to perform the function. This is noted to be completely missing by employers. This aspect of the process is essential because it is the personality that will be performing the job function. Think about it. It's true in every job function. Use the characteristics list as a guide for your requirements.

3. Initial selection

This is the general selection of specifically qualified personnel such as engineers, managers, technicians, programmers, etc. This seems to be no problem for an employer.

4. Functional assessment against the applicant

Taking the above functional categories, "Is the person functionally qualified to perform the engineering requirements of this company?" "Does this person know how to program in _____ language?" In general, will this person meet our functional requirements? This is usually not a problem for an employer.

5. Job/Personality assessment against the applicant

It is the personality that performs the work not education or experience. Therefore, after the functional assessment is completed, a personality assessment of the candidates must be evaluated against the functional job description noted above. But how is that to be done? Second-guessed psychological testing? Gut feel? Multiple interviews? How can one be highly confident that a candidate's personality assessment matches or is a close match to the job/personality description?

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The best solution: handwriting analysis!

Why? Because handwriting reveals personality (which does the job) and can be assessed to the job/personality description with accuracy and economy allowing you to make a more intelligent, objective decision instead of the old gut-feel - education - experience approach. It is the most objective system available. Age, race, gender, ethnicity cannot be determined through handwriting — and the person is never seen.

"In our young, fast-growing company there is a danger that people will be hired hastily, without adequate consideration of how crucial the right employees are to the success of this business ... The most valuable truth we have learned from Jack is that personality fit is more important than experience and education when the goals are long-term employee satisfaction and outstanding performance."
— M.J., CEO/Owner

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The Job/Personality Description
Make two columns. In the left column outline the job requirements, and list the five most vital responsibilities of the job in priority order. The more accurate your job description the more accurate the match. In the right column, create a personality description similar to the "boxed" example previously given. Use the characteristics list as a guide for your requirements or determine your own.

The Conversion
The job/personality description is converted into a handwriting description by Handwriting Analysis Inc. This zeros in on the characteristics the applicant must have for the designated position.

The Written Sample

• full page preferred
• plain paper
• pen of choice
• no copying
• write about anything

Mail

• the original sample
• the job/personality description
• a self addressed/stamped envelope (unless other communication is requested)
• payment

The Analysis
Analyses are communicated by mail, phone, fax or email.

"I have to be very accurate in terms of hiring the best qualified employees. When I make the right decision, I prosper. When I don't, life becomes very difficult. If I need to know quickly how well a prospect will fit into my company with me and my requirements, I turn to Jack."
— A.T., CEO/Owner

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Full Analysis: Contact Handwriting Analysis, Inc. for fees

This is best used for professional personnel. Choose required characteristics from the characteristics list — or substitute your own. You will receive a documented report evaluating the vital job responsibilities and the characteristics you chose as well as a thorough discussion.

Simple Analysis

This is best used for production personnel, clerks, support personnel and others. Choose the five most vital characteristics previously chosen) from the characteristics list — or substitute your own. You will receive a documented report evaluating your vital job responsibilities.

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All characteristics are quantified on a scale of 1 to 10 (1 is low, 10 is high). A discussion of the results follows in a documented summary report.

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Handwriting analysis for personnel selection is legal so long as it corresponds to job-related purposes. Court decisions have cleared both the legality and privacy questions.

In fact, handwriting analysis is clearly the most objective evaluation technique available because it cannot determine ethnicity, race, sex or age. If the sample is unsigned and the analyst never sees the applicant there is no possibility for discrimination. Evaluations are made solely on the written/printed display (not the person) and relate to the employer-determined qualifications for a specific job function.

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*this is not a complete listing

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