Staff Selection Manual

inffir

k

kPmkf,En,ttr

BY CHIRONCO]TCEPTS PRESENTED

TC NARROWTHEFIELDIMMEDIATELY JUST284/oOF CANDIDATESI

NC DISCRIMINATIONBASEDONr RACE,IANGUAGI,GENDEROR AGEOR DISABILITY

$LrrTrolt unr([JEolrE€roPYTABLI Inrucnrrp PensorilElkilr

Snmcr

COLIN DOVEY N.Dip.(C.A.).,lrl.l'l.Cert, Cert.H.W.A., M.O.Cert,C.F.A.S.(London)

PerformanceAssessmentConsultant CELL: 083-487-2423 Web: unirw,graph-a- percona.com Fax:086-502-6456E-Mail:lifecoaching@polka.co.za

THANKSFORTAKINGA NEWLOOKAT & RECRUITMENT! YOURSTAFFSELECTION Basingrecruitmentdecisionslaryely on psychometrictest results is being incrcasinglybeing questioned employee shoftcut to gettingto knowa prospective analysisgivesyoua cost-effective, Handwriting and obtaininginformationnot likelyto be disclosedon applicationformsor an interview'Used canhelpyou selectand placethe right procedures, analysis handwriting alongside otherselection positions. peoplein the mostappropriate When you use handwriting analysisyou: r canproveyouselectedthe bestpersonfor thejob regardlessof age,sexor raceprejudice from handwriting). (physicalfeaturessuchas thesecannotbe assessed . .

results. testsandprocessing timeorganising do neednotwastevaluable andpotential. strengths aboutcandidates' cttnquicklyobtaininformation

.

and indecisiveness. suchas procrastination characteristics will be awareof undesirable

andharmonyin the . c01checkattitudeto authorityandotherfactorsthat affectrelationships workplace. and reducestaff turnoverby placingpeoplewherecan develop efficiency will increase personal skillsandachievejob satisfaction. in recentyears,whichpush especially o câ‚Źt1besurethattherearea hugenumberof studies, examinatheforensic including dimension into a new of handwriting validity and theefficacy in the USA. andJuryselection tionof documents

.

In the end, the best test is the one in which YOUcan measurethe result YOURSELF will why not pay for a budoet R650 analysis for youltself if you not 100o/osatisfied, I give you a FULLrefund- no questionsasked!

fiXffiS ff rnf,P #Sr rf,lfl#tl# trlHH$f

f,nffi€gffi*flffiT .*SBdttlt(h$ffi..ffiil

)rRoFHcEn fltr^L CO',IPAIIY X

SOORE

nony FORCES

FtRsoxal OYilAilrcS

Bco STRCilGfi

"ff' DEFET{cEsr (I'IITR,OI.9

,lullh

STYIC

STVTI

t*SfiR' SIYIT

wonr STYIT

s^l'e; 'fl:ft' STYII

STYT'E

RED HIGS

NOTES: ONLY IN THATCATEGORY SCORE THEHIGHEST GIVENIN BLUEABOVEINDICATE 1. FIGURES REASONS: SHOWNABOVEAREGENEMTEDFORTHE FOLLOWING 2. RED FLAGINDICATORS CANDIDATE C: THATSHEHASBEENEVASIVE IS DIMINISHEDWHENIT IS DISCOVERED HEREFFECTIVENESS IN HERCOMMUNICA& CANDID FMNK ABSOLUTELY APPEARS SHE WHILST AMBIGUOUS. OR YOUCANT BE ENTIRELY TIONS,WHENYOULOOKBACKAND DGMINE THECONVERSATION, SUREWHATWASMEANT. CANDIDATEE: DOWN,HEWILL ALWAYSBESURETHATHECAN TO PIN THIS PERSON DONT BOTHERTRYING 'THAT POSSIIS NOTWHATI MEANT...."THATIT COULDBE ONEOF SEVERAL LATERPROTEST, THREATENED, FEEUNG WHEN THE DISCUSSION. IN BILMES, NONEOFWHICHHEINFERRED YET,HISAPPARENT ANDDEFENSIVE. ON TO PUFFUPANDACTTOUCHY HECANBECOUNTED OF INSECURITY. HIS FEELINGS COVER UP ACT TO JUST AN IS TOUGHNESS CANDIDATEF: IN WHAT HE SAYS,BUTWHAT HE LEAVESUNSAID FORTHRIGHT HE SEEMSTO BE ABSOLUTELY ALTHOUGHHE MAYHAVEPLENTYTO SAYABOUTA VARIETY MOREREVEALING. IS PROBABLY ANYTHINGSIGNIFIWHENIT COMESDOWNTO REVEALING OFTOPICS,HECANBE EVASIVE CANTABOUTHIS OWNCHAMCTER.

IS HIGHLYCONFIDENTIAL THIS DOCUMENT THE ABOVECONCISE*PRE.INTERVIEW"SORTWILL SAVEYOU ENDLESSHOURSOF SIFTING, SORTINGAND MAKING HASTY DECISIONS,WHEN IEFT WITH TIME CONSTRAINTS,& THEN MAKINGPOORCHOICES.

TO GETSTARTED 1. photocopy& reuse(as needed)the Order Form and the Handwriting Instruction Form when orderinga handwritinganalysis.

2. Completethe Order Form and obtain a handwritingsample,preferablyusingour form. A suitablehandwritingsamplefor analysisdoes not require use of our form, however.Ideally, obtain: most of a page of cursivewriting on unlinedpaper (if persononly prints all capitals, then 2 linesof cursiveis desircd (but is NOTmandatory)in additionto the printing).If person normally mixes print and cursive, or writes lower case print that is acceptable.Finally,a signatureand date. The contentsof the writing sampleare irrelevant,thoughspontaneous writing is preferred,rather than copying.

3. Mailor hx the completedOrder Formwith the handwritingsample(s)to CC.If you fax, set 'fine' or'detail' setting.(e-mail:lifecoachine@polka.co.za Fax : fax machine on the 086-s02-64s6) 4. Analysisresultswill be returnede-mailedin pdf format, or sent via priority mail or Courieras require.Additionalchargesare applicablefor this service.Pleaseenguire.

TURNAROUNDTIME: Dependingon the volumeand size, your resultsare providedin four businessdays; two-day seryiceswill incur25oloadditionallevy.An invoicewill be presentedupondelivery.

"rush"

PAYMENT: paymentis normallydue on delivery- howeverterms of paymentcan be negotiatedafter discussion where largervolumesare invofued.

Profile:R950perperson) Comprehensive This 22 pageCOMPREHENSM reportcoversit all; it is a thorough,versatileand reusableprofile' employeeassessments, Designedfor applicantscreening(and interviewingtool), self-improvement, personal), and almost any (corporate or guidance, assessments compatibility team-building,ctreer job process,then profile screening during use companies Many type of behaviouralinvestigation. providenew candidatewith copy as a tool fur self-improvement.Recommendedon any impoftant job posgall finaljob candidatesand currentemployees'

HmAmrrrrs PtonsMfu the Our mission: To provide a valid system of handwritinganalysiswhich accommodates approach. needsof employersby utilisinga state-of-the-art high-volumepeopleassessment analysishasmovedintothe 2lst century.We can now provideemployerscountrywide Handwriting assessment methodof unmatchedspeedand accuracy.The reportsprovideddo with a personality self-reports. not suffer the shortcomingsof traditionalpsychological Unlike self-reports,handwriting analysisdoes not require onet presence,self-awareness,cooperationor honesty.In actual practice, we can demonstratehigh coefficientsin both reliability and validity.Althoughhandwritinganalysishas beenpracticedfor hundredsof years,manypeople still know little aboutthis cutting-edgescience.

Recommended Use of Products and Services: Corporate HOW TO USEOUR SERVICES The followinginformationis general- Consultus for a customdesignedprogrambaseduponyour needs.

However,for you to havea reliableanalysisperformedat the outset,we do requirethe following: (for eachcandidateif differentjob typesare involved) 1. A FULLand specificJob Description Assistant,AccountsManager(Financial)etc 2, A JobName(Secretary,Personal 3. An agreed upon Job Template(which we will supply for your convenience)- set upon agreementas to specificjob parameters- we caterfor a ratingon 43 items. for ALL 4. Youragreementas to the Settingof HandwritingAnalysisas a StandardProcedure Job Applicants.(It must not only be an ad hoc arrangemenfwhich may cause some against.)Mostcompanies employeesor job applicantsto feel they are beingdiscriminated testingin parallel. caterfor the useof Psychometric Thereafter,our standardprocedure,is that we scanthe HandwritingSample,and then keep on file handwritingsamplesof ALLemployeesand job applicants(for use now or later). Personality profilescan then rapidlybe producedon employeeswhen the need arises,such as: during an or to understandwhy an employeewho later leavesthe companywas so successful investigation, or to understandwhy one'sperformancehas improvedor declinedover time by or unsuccessful, comparingearlierhandwritingsamplesto currentones.Successmodelscan be createdby profiling excellent& pooremployeesfor use in screeningfuturejob applicanb.

You will be sent a copy of the FULLanalysisfioreachcandidate,and the groupcontrolsheetvia e-mail in pdf format, unlessyou requirehard copies,in whichcasewe will chargean additional R100per candidatefor printing,bindingand deliverycosts.(withina 40 km radiusof Jhb Central)

Handwriting Analysis Applications JOB APPLICANTASSESSMENT Objective personality information without awareness from interview or seF-repofts

relying on

applicants' honesty or self-

SELFREPORTS- HOW RELIABLE ARE THEY? Althoughself-reportshavetheir placeand havesomevalue,they shareinherentand significant weaknesses: 1. THEY ALL RELY ON THE HONESTYOF THE TEST-TAKER,(if the applicantlies or misrepresentsthemselves,the test resultsare useless) OF THE TEST-TAKER,(many 2. THEY ALL RELY ON THE SELF-UNDERSTAT{DING peoplehavefalsebelietsabout how well likedthey are, how friendly,how hardworking,how creativethey are, not to mention modest peoplewho understatetheir skills. Obviouslyif your self-perceptionsare off, and many of us are, then the answersto the test questions are alsoinaccurate.

THE QUESTION,(many 3. THEY ALL RELY ON THE TEST-TAKERUNDER.STANDING applicantsguessor don't understandwhat the is askingof them) 4. THEY ALL RELY OI{ THE TEST-TAKERTAKTilG THE SURVEY SERTOUSLY, (applicantsand employeeswho take thesesurveysoften don't care about taking tests and give little attentionto how they answerquestions) 5. THEY ALL EVALUATEONLY A FORTION OF THEIR pERSONALITY,(so you give a salesaptitudetest but it doesn'tevaluateif they are emotionallyunstablg etc.).

The above list demonstrateswhy self-repofts are called self-repofts. How much weight If an shouldan employerplaceon the output which originatedfrom the applicantthemselves? then interuiewing, about themselves on the self-repo4 employertrustswhat an applicantsays backgroundchecks,drug testing,etc. wouldall be unnecessary.

Obviously, the results have some utility but can hardly be given serious merit. Why not simply just ask the percon if they are honest, good with peopb, well liked, competent and so on? From many yeans experience, we Gantell you that most applicants will tell an interviewer (through a self-report or intewiew) that they are: creative,honestand seekchallenge.Of coursean applicant'sclaimto Teamplayers,hardworking, doesn't mean they are true; ask any employer. these attributes Researchsubstantiatesthat the high job turnovercompaniesexperienceis becauseemployeesdo not have the above qualitiesthat they claim,or that they are not matchedto the right job or job knowledge.In sum, PEOPLEARE OFTENEMPLOYED company,not becauseof insufficient AND THEN GET FIRED DUE TO PERSONALITY OF THEIR LOOKSAND EXPERIENCE, CONFLICTS.Personalityis o<actlywhat handwritinganalysisevaluatesto help companyand employeeincreasethe chancesof the right match. at some point in seeking self-reportsand questionnaires Most of us have taken psychological employmentand one can easilydiscernwhat the surueyis attemptingto learnaboutthem. Let's face it, what salesapplicantwouldn'tknow whichanswerto put on this typicalsurueyquestion?

Wouldyou rather: a) stay home and watch TV, b) go meet new people?OBVIOUS!!!!

INTERVIEWING: Interviewing is necessary,but it is completelysubjective!Is there anyone out there that really completelynot be affected believesthat the interviewprocessis objective?Couldany intervierrrer and so on? The expressions mannerisms, by an applicant'sappearance,attractiveness,habits, being overweight,too tremors, facial hand shake, a sweaty reality is peopleare eliminatedfor: pefume and a thousand good too much looking, too socks, mismatched short, unusualhaircuts, job is for the interyiew for a main r@son The didnt realise. the applicant that attributes other "look." interviewerto determineif you havethe right

Let's take a test. Which personbelow would you hire as a PR? A) Sam: Sam is 5d black, has a glass eye, is short and has no formal education. Or: B) Naomi: Tina is 3d Black, beautiful, ser<yand has a lovely smile. won't admit it, but looksare The truth is, Naomiwill almostalwaysget the job. Mostinteruiewers but we do it. In criticallWe all discriminate; often it is wrong,it is often illegal,unprofessional, "Sam" is really Sammy the above er<ample,Sam would have been the better choice.You see, who couldcertainlybe a good PRfor ANY DavisJunior,one of the world'smosttalentedindividuals Companyl Naomi, is a beautiful international model, but has been court twice recently fur physicallyabusingher staff,and is knownfor her erraticbehaviour.

Handwriting analysis cannot determine: age, race, religion, attractivenessr or gender!

It is completely objective: measuring the personality of the applicant. I don't know how one coutd evaluate a job applicant more impaftially than by using an objective device such as one's handwriting.

PROFILEOUT-OF.TOWNAPPLICANTSWITHOUT HAVING TO FLY THEM IT{ Manycompaniestoday interuiewjob applicantsfrom distantcitiesand will pay the expensesof flying in out-of-town applicantsfor face-to-faceinterviews.This generatescoststo the company of air fare, hotelstays,managementtime, pickingup and returningapplicantsto airpoftor taxis, car rental fares, meals,etc. you spendall that If your companydoes this, considerobtaininga handwritingsampleBEFORE the right person.Another money and time to insure that the applicantis temperamentally advantageis when and if the companydoes conducta face-to-faceinteryiew,the employerwill alreadyhavea completeprofileof the applicantand know exactlywhat talentsand shortcomings to look fur!

IS SIMPLE: THE PROCESS 1. Faxour HandwritingInstructionspageto the applicantand askthem to fax their handwriting sampledirectlyto us. (Originals are ALWAYS preferable though PLEASE) 2. Your companyfaxes to us the Order Form identiffingthe applicant'sname and which profiletype you require.

3. The profile resultsare e-mailed,faxed etc back to the employerwith relevantpersonality informationabout applicant.

DISCOVERAPPLICANTSSTRENGTHS& WEAKNESSESBEFOREINTERVIEWING Interuiew tool and guide (askingthe right questionsduringthe interuiew) Employersand interviewers frequentlyinform us that interviewingjob applicantsis a tedious,no fun, non-profitable,labour intensiveprocessthat resultsin a 'tblur" of interviewscreatinga near impossibleway of separatingone applicantfrom another.Lastweek an interviewertold me, "I rememberone of the applicantswas not willingto work Saturdays,but for the life of me, I can't rememberwhichpersonit was; I am so tired of interviewingthat I'm just goingto pickone."

Mostcompanieshavenumerousmanagersinterviewbeforehiring,and they oftendo not agreeon who to employ.Not only is this expensivebut unproductive withoutthe aid of an objectivetool.

Beforeyou waste time and money interuiewingevery Tom, Dick & Harriet,we rtrommend using you interuiew.Everydaycompaniesunknowinglyeliminate handwritinganalysisprocessBEFORE job applicantsfor weakreasons:typingerroron resum6,livetoo far away,too young, outstanding inadequateexperience,too many resumesto sort through,so they grab the top five resum6sand interuiewonly them. The problemwith traditionalinterviewingis that it requiresa lot of time AND you interviewthe bad with the good, muchlike the labourof panningfor gold.

You haveto find the good applicantsfasterthan this if you want to be competitive.Rememberyou waste your time and the longer it takes you to find quality applicants,the more time your competitorhas to find them too.

OUR HANDWRITINGANALYSISAPPROACHIS THE IDEAL METHOD FOR SORTING THROUGHMORETTIAN10 APPLICANTSAT A GIVEN TIME. This is how it works: In your newspaperadvertisement,requesta handwrittencover lefter along with their resume.If you are usinga recruiter,havethem collecta handwritingsample(contentsdo not matter).(Many of our creativeclienb have applicanbhand write answersto questionssuch as, "describeyour idealjob" or "how wouldyou handlean unrulycustomer."

The applicantsanswersto these quetions give us the handwritingsamplewe require and their answersmay even help you to understandthem better.)You then fax the handwritingsampleto us and we sort the applicantsinto 3 generalcategories:the outstanding, the questionable and the time-wasters.

You interyiewONLYqualityapplicanb.Nowthat is a good useof your time! Results in one day!

One clientfoundtheir top salespefformerwhile interviewing for a secretary!Withoutour profile, you can imaginethe interuiew:"So how fast do you type?Do you enjoy filing?Wrongquestions to aska personwith salespotential;but then, how couldthe interuiewerhaveknown???

Profiling service providerc: therapist, baby-sitter, landscaperc, roommates, accountant, al*orney etc.

Otherthan profilingthe traditionaljob applicantone thinksof applyingat a company,our personal and corporateclientsoften profiletheir personalemployeesand those who stronglyaffecttheir lives.

include:profilingone'sbabysitter,nannyor au pairto insurethey are gentle,honestand Examples responsible.Other examplesincludeone's: landscaper,attorney,accountant,householdroommates, home contractor,financialconsultants,businesspartners,or literallyanyone who has importantaccessto your family,financesand well-being.

Many of our clients have profiled their spouseor significantother. We have often profiled ex-spousesto find patternsof mistakesone makesin selectingspousesand provideprofessional counselingon how to preventone from makingthe same marriagemistake,providinginsight into why the mistakeswere made.

We can profile one's psychotherapistto insure that the therapist possessesthe right personality and skillsto helptheir patientimprove. & TEAMS EMPLOYEES Improve teamwork: discover both individual & team strengths & weaknesses The majordifferencebetweenone companyand it's competitorsis not so often products& services as it is their people.Usinghandwritinganalysisprofilesto understandthe executiveteam, sales teams,managersor any group of employeeshas tremendousadvantagesnot possiblefrom other sources. self-reportsuryeys,a handwritingis near impossibleto manipulateto Firsf unlikepsychological producethe resultsone wants,and it doesn'trely on others'opinionsaboutthemselvesor others you will fiorthe as in feedbackteam buildingbe impartial.With self reportsor feedbacktechniques most part only revealwhat the team memberswant you to know about themselvesand others; it will have somevalue, but the resultsare hardly objective.

Frequentlycompanieswhen planningfor team buildingexercisesor corporateexecutiveretreats or failing of why they are succeeding will utiliseour servicesto facilitatea deeperunderstanding or as a team. Howelsecan a companyobtainan unbiasedpictureof what is taking as individuals placewith it's team members? the corporatecultureas well.

By profilingindividualteam members,one alsodiscovers It is amazingthe insightsdiscoveredin evaluatinga team of workers;werything from no creativity in the marketingdepartment,to no sales skills in any member of the executiveteam, to top performersbeingheldback by a jealousmanager.One companyhad customerseryicemanagers who were without exceptioncompletelyindifferentto the concernsor needsof others (staff and customersl)Oncethe team is profiled,and strengths& weakneses are unveibd, it becomesclear the type of changesneededif any, the type of personalityneededto improvethe efficiencyof the team,and so on.

One of our clienb discoveredthat their most creative worker was not even invited to their managementimbizoOR Bosberaad!Why? She was a secretary!Companiesunfortunatelysee employeesas their job title and often can not recognizeone's hiddentalentsor interests.This tool bringsto the surfacetalentsas well as limitationsof the staff.

Improve employee performance through greater self underctanding & one-on-one consultation with me.

Mostof our clientssubmitwritingsamplesof existingemployeesfur a host of reasons.Example: A man who had sold computersfor a major computerwholesalerfor 8 yearsappliedto be a sales managerat his companywhen the positionbecameopen.After an analysisof his writing,it was

discoveredhe was befter suitedto directsalesand would probablynot enjoy managingothers, (excellentclosingskills,but not team-oriented nor tolerantof others).

The companyasked us to explainthese findingsto him. During the consultation,it was revealed "more that the REALreasonhe wanted the promotionwas to prove to his wife that he was many successful than herfather."It is amazingthe real reasonspeoplepursuejobs. Unfoftunately, to the personor company. reasonsare not advantageous One of the best ways to improve employee performanceis to shape the job around the temperamentof the employee,not the otherway around.Yet despitethis, manycompaniesinsist often of no interest which containrequirements on fiorcingan employeeto fulfill job descriptions to the employee,or worseyet beyondthe skillof the employee.

Gain insight before promoting or transferring employees a handwritinganalysisis Before promoting,firing or altering an employee'sresponsibilities essentialto understandthe implicationsof the mix betweenpersonand job. Many employers wronglybelievethat if one hasexperienceand is skilledin a job, that they are as a resultsuited suggeststhat 80o/oof workersare misemployed!!! to that job. Wrong!Research Soccer One gentlemanwho submiftedhis writing for analysisyearsago had beena professional player for a major team. He was physicallygifted, talented, healthy, strong and had soccer experiencesincehe was eight.

The problem:soccerdid not bring him closerto his true passion,beinga gospelpreacher.For a personto be happyand successful in theirjob, it requires:skill,knowledgeANDinterestor passion. profesional player but not necessarily happy. football mightbe very successful, You see,a Certainlya professionalsoccerplayercould dig ditchesbetter than most of us but becauseof that truth, doesit meanhe shouldbe diggingditches?Manyemployeescando a goodjob, but are not as happyas they couldbe, or are doinga poorjob becausethey might be in the wrongjob.

Manyof us have heardthe adageof the PeterPrinciple,"that peopleare promotedto their level and employeesalikebelievethat a promotionis of incompetence."

This is all too true. Companies the best reward a companycan bestow upon a successfulemployee.Nothingfaster will destroy the effectivenessand happinessof an employeethan over-promoting.

Once done, the result is often a depressedfeeling of failure and an employeewho cannot gracefullyreturnto their once"lowered"position.If you matchthe interestsand abilitiesto the job, you have a correctlyplaced person.Periodicre-evaluations (every coupleof years) can people change over time. reaffirmthe matchas can of an employeeof why they haveor havenot Consultations can oftenyielda betterunderstanding Througha consultation, in differentaspectsof their currentand pastemployment. beensuccessful into strengths,to understandwho in they can better understandHOWto turn their weaknesses the companythat can countertheir shortcomings.

For example,one salespersonthis afternoontold us that she is great at selling,but cannotstay We explainedto both her and her employerthat organised.Shefelt frustratedand incompetent. strong salestypes frequentlyare more scatteredand emotional.To have an assistantto provide skillsfor her wouldallowher to focuson salesonly ratherthan constantlybeing the organisational pressuredto peform duties beyond her personality.Peoplewould do well to evaluatetheir employeesand themselvesby their abilities,interestsand limitationsand not by their education, experienceand appearance.

Profile good & poor staff; Create'success Model" for future use in employment strategy What is the ideal purposeto interyiew?Stated simply, it is for purposeof speculatingif the job applicantmatchesthe successfulemployeemore than the failedemployeesin a particularjob.

Prettysubjective,don'tyou think?With us, you as the clientcompanycollecthandwritingsamples etc.) and of the company'spoorand good performersin a specificjob position(sales,technicians, we will create a "successModel" identifyingwhich personalityattributesdifferentiatesthese two groups.

Often there are distinct personalitydifferencesbetween the two, though it may escape the company'sunderstanding.Sometimesgreat sales people are not the most persuasive(too aggressive) but ratherthe mostcourteouswith greatfullow-up.

Too many times we have seencompanieslookingfor certainqualitiesin job applicantswhen in fact these attributesare not relevantto success.Oncewe determinewhich personalityattributes separatethe good from the poor performers,thosetraits can be ploftedon our R950 Comprehensive Profile.Certainlyfactorsother than pesonality affuct one'ssuccessat worlt but personality or appearance. is a greatercomponentto successthan one'seducation,o<perience Identify the corporate culture (Executive team & Managerc) "technologyfor the future"and so fiorth.

Mostcompanieshavea slogan,"servicewith a smile,"or This l4 of coursg an idealisticpursuit rather than a reality fur most companies.So when a companydoesbringa new employeeon board,they havehigh hopesthat this peron will improve the existingmoralg inspiregreaterprofitsand reducesolveproblems.

But how can a companyexpect this improvementfrom one new personwhen the other workers may not be strong performers,or existingemployeesdon't understandthe new person'spersonof fellowworkers. of the personalities ality or the new hiredoesnot understandthe idiosyncrasies Howcanthe new employeequicklyget a handleon howto motivate,discipline,reward,reprimand the individualpersonalities involved?With handwriting existingemployeeswithout understanding the entiredepartmentis profiledprovidingvaluableinsightinto how to analysisand consultation, get the new employeeto make more salescallswithout offendinghim, or why the new employee hastroublefollowingdirectionsunlessthey are in writing. their employee This insightgreatlyenhancesthe likelihooda new employeecan betterunderstand surroundingsand to acclimatesoonerthan without such help. Once a companyprofilesit's it slowlygainsa largerpictureof what the individualemployeesfor individualself-improvement, realvaluesare in that company.Onlythen can the companybeginto steerin a betterdirection.

Downsizing (Retrenchment) - identify the bet employees to retain In the busines world, downsizingis often an unfoftunatenecessityfor a companyto stay lean, profitableand to maintainsuruival,This time can also be a growingo(periencefiorthosewho are or managerswill utilisehandwritinganalysisto assistthem in understandretrenched.

Consultants talented)and who must be terminated. ing whom bestto retain(the mostversatile,hard-working, for thoseleavingto companieswill offer careerconsultations The moresensitiveand progressive assistthem in readjustingto lookingfor work and how to proceed.Whetherthe terminated employeewas an excellentworker or not, is now not relwant to the worker.

They are in a traumatictime, and needobjectivehelp to understandhow to moveforward,and to they may havethat might havecontributedto their being overcomeany personality shortcomings laid-off,and to identiff talentsthey have yet to utiliseor promote.

and how to changeand presentthemselves By understanding their strengthsand weaknesses, better, the downsized worker can increase their chances to stay confident, overcome any resentmentfelt, how to self-improve,and determineif a careerchangeis advisable.

The bottomline: usinghandwritinganalysis:1) helpsthe companyto determinewhichemployees most possessthe personalitytype they seek,2) reviewinganalysisresultswith employeeswho are and 3) the being retained helps promote improvedself-understanding, team cohesiveness, analysisresults can greatly help the laid-off workers understandhow best to proceedand to overcomeany emotionalreactionsrelatedto the lay-off.

Eachof us is far morethan our experienceand education.We all have interestsand abilitiesnot evidencedin our work duties.Theseaptitudesmay very well be cluesto other careerpossibilities.

Remember,life is short, and one'scareerlife is even shorter. derrotedto a careerif you are not happysimply becauseyou Don't waste your REALPOTENTIAL are goodat it or it payswell.The questionis, how well doesyour job and that of your employees matchtheir talentsand interestsand dreams?The closerthe match,the greater the success.

PERSONAL APPLICATIONSFOR HANDWRITINGANALYSIS Self-improvement (improve: happiness, health, relationships, achieve goals) (identiffweaknessHandwriting analysisis a uniqueand poweful techniquefior:self-improvement es and strengths),insightinto why one succeedsand! or fails in their careerpath, recognising health issues,lack of vitality, learninghow to improveinterpersonalrelationships and improve one's generalhappinessby obtaininga deeper understanding of oneselfthrough the analysis resultsand consultation.

It is alsoa way in whichone can compareoneselfto Others.

The Comprehensive Profile(R950),whichincludesa professional consultation of 90 minutes.

CAREERGUIDANCE StevenCovey- one of the world top managementexpertsstates,"Getting into or stayingin a job for which you are not ideallysuited is one of the greatestwastesof time and life." Research supportsthis by the stunningstatisticthat 80o/o(eightypercentl)of workersin the world'sfree marketare misemployed!

Think about it, most peopleare in the wrongjob! Why?Severalreasons.An old sailoroncetold me, "Be carefulwhat you learnwhileyou are youngor you may end up doing it the rest of your life!"Thissailorhad beena sailorfor six decades.Hejoinedthe Navyas a youth,got married,had chihren and the financialpressures alongwith a resumeof that of a sailorkept him a sailor.

Peoplepursue careersfor money, power, attention, to live by the ocean/ to be in the family business,to stay closeto home,etc. Theseare insufficientreasonsfor a careerchoice.Remember, just becauseyou can do a job, and perhapseven perfurmit well does NOTmean that you will enjoy it.

As a matterof personalreference,I can rebuildcar enginesbecauseI racedcars after high school, The fact that I possessthis skill does not by itself suggestthat this is what should be my career destiny.I can alsomop floors.

An idealjob for a personshouldnot only be a functionthat they can physicallyperform;their to the positionas well.Our Comprehensive Profile, careerchoiceshouldalsoreflecta compatibility Profileat can provideinvaluableinsightinto makinga compatibledecision.The Comprehensive R950will fit the bill.

PRESENTOR PASTDATING & MARRIAGEPARTNERS PROFILEPROSPECTIVE, With first time divorcerates at near 50o/oin SouthAfrica,with remarriagefailurerateseven higher, one would be foolishto marrywithoutinsightinto eachindividualinvolved.

Furthermore,considerhow short life reallyis, and the monthsand yearsone spendsdatingthe wrong personthereby robbingboth individualsof their valuabletime from identiffinga more suitablepartner. is suitablefor evaluatingpotentialsuitors.Evaluating Our couplesprofile R1500assessments) oneselfis alwaysadvisabletoo as it may explainwhy a particularrelationshipis struggling,has failedor whichone or if both of the partiesinvolvedare the causefor concern. relationover any otherform of understanding Handwritinganalysishas manyuniqueadvantages and failings. shipsuccesses If you don't profile peoplebeforedate or marry, you take a huge risk. Comparethe analysiscost of R1500for examplewith eventhe financialand emotionalcostof evena 3 monthrelationship. by comparison,particularly If you marry the wrong person,the damageis often immeasurable when childrenare involved.

Profile fam ily mem berc (improve comm unications) I don't know of a family that would not benefit from a handwritinganalysisand consultation. of utilityhereinclude:a teenagerdecidingabouta Universitymajoror careerchoice,or Examples betweenconflictan unhappymarriagesituation,or determininghow to improvecommunications ing fami[ members,or to evaluatedeceasedfamily membersto better understandwho they really were, insight into careerchoicesfor a mother reenteringthe work force in years, profilingfamily memberswho work together,and others.

Gift for someone's birthday or holiday (help them raise self-awareness) We have creativeclientswho have provideda handwritinganalysisprofilefor a loved one for purposesof a gift (birthday,holiday).The resulb providea great tool for self-improvement.It is particularlyappropriatefur that personwho has everythingor you have no idea of what to get them. The gift is uniqueand they will nsrer forget it.

The resulb have changedpeople'slives.ALL we requireto providethe analysiswould be a page of writing with a signature,like a typical\hank You" card would containor a love letter.The resultscan be providedin two days and shouldmost definitelybe kept confidentialfor the person Profile. who is beingwaluated.We recommendthe R950Comprehensive Profile prospective business pailnerc and customerc (an edge in negotiating) an analysisof handwriting or in puttingtogethera businesspartnership, In businessnegotiations can providevaluableinsightinto the otherperson(s).The resultscan helpyou understandthe type qualities or uncomplimentary of personyou are dealingwith and how theremay be complimentary betweenthat personand others.

Think of how important it would be to know that your largest customer cares more about businesspartneris a poor sales relationships with othersthan your prices,or if your prospective persondespitewhat he or she is tellingyou. We have been calledin numeroustimes to assist developmentbetweenindividuals and relationship companyexecutivesin facilitatingnegotiations as they attemptto cometogetherin determiningeachothers'skillsand temperament.

Underctand troubled family memberc (to gain insight) Understand the emotionalmake-upof why someonein your familywon't speakto anothermember of the family.Discovermoreaboutwhata distantandtroubledfamilymemberis reallygoingthrough so you can help them more. We have profiledfamily membersor friends who were incarcerated, overseasin the military,haveremarriedwithout explanations,disappeared,disconnectedthemselves from the hmily or friends,joined cults, etc.

TRADITIONAL PSYCHOLOGICAL ASSESSMENTS AND HANDWRITINGANALYSIS Pqychologists whospecialise in personality testinghavecollaborated withHandwriting Analysis In onestudyit wasshownthatthecorrelation expertsin a numberof studies. betweenhandwriting analysis(HWA)and the standardMMPI(Myers-Briggs) psychological testwasveryhigh.

HWAis the combination with the empiricalstudyof of modernneuro-sciences personality; over the years,behavioural scientists and Handwriting expertshave neuro-muscular categorised tendencies as theyarecorrelated with specific observablepersonality traits.

Eachpersonality trait is represented bya commonneurclogical brainpattemin every individualpossessing that trait. Eachcommonneurological brainpattemhas an neuro-mechanical associated micro-movement tendency.Thereforeeveryperson, regardless race,ethnicbackground, of se><, withthatpersonality or language traitwill sharethat neuro-muscular tendency.

In plainlanguage this meansthat thereare verysmallneuro-muscular movements that are the samefor everypersonwho hasthat personality The trait. movements - handwriting aresotinythatthattheyhaveto begraphically frozento be identified is a fineexample frozenmovement. of thisgraphically References: Analysis Sonneman,Ulrich,Ph.D."Handwriting asa Ps'ychodiagnostic Tool" Wolff, Werner, Ph.D."Diagrams of the Unconscious-Handwriting & Personality in Measurement, Experiment andAnalysis".

N.B. THEREARE MANY OTHERREFERENCES in the literature

CODEOF ETHICS HANDWRTTIilGANATYSIS analyst,I fullyunderstand and respectthe obligationplaced 1) In my workundertaken as a handwriting approadtto the execution moralvalues,and applya profrssional uponme to defierto all reasonable andthat of the to upholdboththe integrityof the clientbeingseruiced, of my task.I turtherundeftake is my PRIMARYconcern. subjectbeinganalysed.

Absoluteconfidentiality integrityand senseof 2) In the fulfilmentof my mission,I will at all timesmaintainmy independenae, humanity.ilor@ver, it is a given imperative that all handwriUng analysis is free of racial, gender, religious or political bias. It is understood that the analysis of handwriting does not in any event inherenHylend itself to the determination of the foregoing factors. obtainedftom the handwriter of handwriting, I underbake not to usethe infiormation 3) In my analyses my to harmthe writer,evenif the writeris not the client,but a thirdparty.tufthermore,in conveying and shouldbe usedfor findings,I will speciffthat the inbrmauoncontainedthereinis confidential proressional purposesonly. that wherean analysisis perficrmed fur a 3'dPartyclient,the dient shouldinfurm 4) It is alsorequested analyst. by a handwriting the writerthat theirwritingis subjectto examination shallturm only PARTof s) The employershallensurethat the obtainingof a sampleof handwriUng

fur employees shallnot be usedfor currenflyemployedstaff for any established tesUngprocedures purposeother than to assesspersonality, and is not to be equabedor usedas a lie{etector or polygraph typetest,or in placeof suchtets.

of applicantsonly by e(aminingthe suppliedsampleof the 6) I undertaketo study the personality (NOTred,greenor purple.)All handwriting.

Theuseof eitherblackor blueink shouldbe encouraged. samplesobtainedshouldbe written with a pen (not in pencil,or with a ftlt tipped pen) on an Paperis ideal).The writer must be UNLII{ED,dear whitesheetof 44 sizepaper(809 Photocopy encouraged to pentheirthoughbas freelyas theywish,andthe samplemustnot be copiedfrom,for examplga book,newspaper or be a stanzaof proseor poetrywhichthe handwriterhas previously I havefound employees, memorised.

Thewritermustalsosignthe sampleat the end.Whenassessing that the writefindsit easierto writeaboutthemselvein general.

C-ot'n\"tP\ ColinDovey Cert.(Metallift rous).,C.F.A.S.(London) N.Dip.(C.A.).,MineManagers

PROFESSIONALHANDWRITING ANALY$S

Order Formsetc Listedbeloware the formsyou may needb orderproductsoffieredby us:

FORMS (Use these brms when sendingin a handwritingsamplebr analysis)

1

Handwriting Sample Page

2

Perconal Special Ofrer (OI{E per company only)

3

Full lob Descrifibn

4

Perconal & C.ompatibili$

5

Business Repofts (Muhiple Job Types)

6

Business Reports (Single Xob Type)

7

Job Template

HANDWRITINGANATYSISCONSENTFORM herebygive permission [applicant] employerlto evaluatemy handprocess. screening as partof theiremployment writingandlorhandprinting

for

analysisreportis onlyoneof manypersonnel I understand that the handwriting tools whichmay be utilisedby the employer[suchas psychological screening andthat I will not be selected resumds andrecommendationsl testing,interviews, evaluation. on the solebasisof the handwriting or dismissed providedby the wayof the handwriting reportis usedas an aid The information personality and is basedon probability.I an applicants towardunderstanding gender, not take into consideration report does handwriting the that understand seniority, education, nordoesit reffectexperience, age,race,religionor disability, qualifications, or marketexposure. to analystwithregards andthe handwriting the employer holdharmless I therefore analysis. andthe resulting samples the handwriting

Applicant

Witnss

Date

Date

Order Form PersonalSPECIALOFFER nssampres PIeaseincIude.n Bgi$;#,T_T;*ildwriti

FIRST NAME:

DATE:

SURI{AME:

Cell No:

E-Mail:

Tel:

SUBMISSIONREQUIREMENTS HANDWRIING & R"EPORT WhiteA4 PaPer 1. Writeon UNLINED NoFelttip pensor pencils with, D(CEPT: 2. Usea penyou feelcomfortable BLUE ink or 3. Writein BLACK THATIS) 4. Wlite in your normalhandwriting(WHATEVER

5. Write in the language YOU feel most comfortable with.

6. Sign at the end of your R LL Page 7. Please enjoy yourself!

THEN FAX TO O86-5O2-64s6 (OR SCAN & E-MArL) 'FINE" IF POSSIBLE, SET YOUR FAX TO

I CAN ONLY DO REGRETFULLY THIS SPECIALOFFERFOR ONE PERSONIN A COMPANY

PLEASECOMPLETEDETAILSBELOW FIRST NAME

SURNAME

REPoRTwPE - use code above

Order Form Personal& Compatibility Please include this page with the Handwriting Samples PRIVATE ANALYSIS FIRST NAME:

DATE:

SURI{AME;

Cell I{o:

E-Mail:

Te!:

HANDWRITING& REPORTSUBMISSIONREQUIREMENTS WhiteA4 Paper 1. Writeon UNLINED with, o(cEPT:NoFelttip pensot pencils 2, Us€a penyou feel comfortable BLUE ink 3. Writein BLACK or IS) 4. Write in your normalhandwriting(WHATEVERTHAT

PROFILE TYPE

5. Write in the language You feel most comfortable with.

6, Sign at the end of your R LI page 7, Please enjoy yourself!

THEN FAX TO 066-502-6456 (OR SCAN & E-MAIL) IF POSSIOLE, SET YOUR FAX TO'FINE"

'{UMBERREQUIRED t-l

PERSONAL REPORT RELATIONSHIP REPORT ONE PARTY ONLY R"EIATIONSHIP REPORT BOTH PARTIES (FEE IS FOR BOTH)

| rorAl: R

| t-l

| l-l t--J

| rorAL: R rorAl: R

GRANDTOTAL: R

AS WELL) PLEASECOMPLETEDETATLSBELOW(COMPATTBTLTW CIRCLEREPORTTYPE use code above

PR RR1 RR2

FIRST NAME

SURT{AME

FIRST NAME

SURNAME

CIRCLEREPORTTYPE use code above

PR RRl RR2

CIRCLEREPORTTYPE use code above

PR RR1 RR2

Order Form BusinessRepofts (MULTIPLE JOB TYPES)

Please include this page with the Handwriting Samples

DATE: PHONE:

COMPANY: NAME OF PERSONPLACINGORDER: POSITION OF PERSONPLACINGORDER: DIRECTE.MAIL PROFILE TYPE

CODE

FEE PER REFORT

MULTIPLE

HA APPLICANTS

NAME& SURNAME JOBTITLE

NAME & SURNAME

JOB TITLE

NAME & SURNAME

JOB TITLE

NAME& SURNAME JOBTITLE

NAME & SURNAME

JOB TITLE

NAME& SURNAME JOBTITLE

R95O

NUMBER REQUIRED

l-l

rorAl:* l-l

m ru il t

ro@ nn E ru

tl t E ru tl il E @ il il E ru il il

sinessRepofts

er

(oNE JOBTYPE) page with the Handwriting include this Please

SHEETNo:

il

Samples

DATE:

COMPANY:

PosrrroNro BEFTLLED:

rrrl.r,fl

NAME& SURNAME: TEL NUMBER: E.MAIL:

CODE

PROFILE TYPE

HA

AppLrcAr{rs

I

5

l

l

AMOUNT

T{UMBER REQUIRED

R95o

TorAL: * l-l

l-l

m@

CANDIDATENAME& SURNAME

'.

-r

FEE PER REFORT

nt

.

a .I

. .

r

r

t r

l

l

r-1 l l l

t*] t rt-

r r

rrl

t

r-1

t-

tI

a

l l

,. e. I

'o.

I

ilt

tt- I

t . lt

l

nrl

r

,.

-

tl l

I

l l

'

ilil il

t-t

tt

il

t-

,

FULI 'OB PARAMETERS TYPEOFIOB: JOBTITLE: DEPARTMENT: JOB DESCRIPTION:

DATEUPDATEDI BYWHOM: DESIGNATIONT

HANDWRITING JOB TEMPI.,,ATE TITLE OF JOB BENCHMARIGD

1 Makes a major decisions independently 2 Projects sincerity to clients 3 Keeps commitments and Promises 4 Represents self and company with confidence 5 Maintains sound principles and standards 6 Analyses data and orfacts 7 Visualises new concepts and ideas 8 Make an effort to perform consistently at all levels 9 Produces high quality results 10 Innovative in troubleshooting problems 1 1 Works well in a quiet, harmonious environment L 2 Handles difricult clients or customers 13 Makes rational choices t4 Believes in own abilities and talents 15 Develops friendly relationships with otherc 16 Uses good judgement in handling unfamiliar situations L7 Strong originality of thought and action 18 Efrective in selling a prcduct or idea 19 Challenges the status quo 20 Examines facts and data objectively 2t Handles multiple activities simultaneously 22 Perceives & understands problems & concerns of otherc 23 Willing to explore alternative methods 24 Takes positiveaction and uses own initiative 25 Pays close attention tothe finer points 26 Workswith othercon team Projects 27 Handles objections or hostility tactfully

2a Follows established

rules and procedures 29 Maintains resolve in the face of obstacles 30 Works in a neat and orderlY manner 3 1 Comfoilable counselling subordinates 32 Works steadily towards a goal

33 Establishes priorities for subordinates 34 Pushes for completion of Projects

PLEASETICK LEVEL BELOW ON SCALEO -5

YOTJRFULL

DOI|T FORGETTO Srcl{ YOURWORKABOVEPLEASE

Handwriting Assessments Customer Satisfaction Suruey Please rate your satisfaction level with each of the fiollowing questione.

1 - very satisfied 2 = satisfied 3 - neutral 4 - dissatisfied 5 - very dissatisfied

Reports My Handwriting Assessment 1. Please rate how effectivelhe râ&#x201A;Źports have been in practice 2.

Please rate the report presentationand format

3, Pleaserate your feelingsabout the relevanceof the content 4. The concept of HandwritingAnalysisas a screeningtool.so hr

1

2

3

4

5

o o o o

o o o o

o o o o

o o o o

o o o o

Kindly add any comments which you may feel are necessaty to help me improve how f provide my selwice, and the result your company expects.

Pleasefill in your namein the blockbelow: Date:(ddlmrr,lwyy)

Thank you for taking the Ume to fill out the form - I hope that I can continue to improve my report, and the level of selyice, and the aocuracy

(,

|. t t

o

E

g

c

OE

$* t\

o.i t\

##

ro t\

F lu

UJ -

ul J

o d F z o I

u,

\

d

UJ

(!,

EI

@

@

aft @

ct Itt

3 I (d

h io

t\

oi ?

q o

oo

.,i or

si

o

q

o

c;

€]r N

@ ao N

ql

o lrr

b t\

rO

h h

ur r.' o

e |\

t\ oi oi n

(1 <'! c; @

ut

\rr o

@ @ .f 6

a\

o

cd

j

t\

€

8

o

@ d1

t\ ?

N

N

(t!

q

N

E Ia, J

l{

b

efi

\o

co

lr.l

tt

ro

rt'

a.i .o

F: rO

F{

n

h

ro

-

t

6

E

h

@ @ @ h

-

\o

q \o

q (s

N

\o

I

d h

o ul F

zt{

!

E {

F

t t

rl) o GO

$

(I) iO

d 6

oi a\

o

h N ci

.D f\

o

@

d; @

n rn t\

or ro at

o r

t\

r

H

J

H

o

D r lL

o

11

|^

X Eulqt T 5 ('l

-,

sE

F l{ 3

I

F; @

oo

IE o

fr

N a\

R l a

c, I 2,

E -

a

$ ul

e

4

6

o 6

o c,

o o J E, =

\o r{ d

ro @

=

4

\o

g E e

T . ,

z z

Or

6

lrl

q r}

h

(2

.!

h

or

6 @

U; or

6

6l

g €

q

@

avt

.o c,

or

6'

or

$

t\ !q

to

h

o

AI

6l

R

8

6 ,

d h

iD

R

vt EI &,

d a\

J rO

<tr

6

6 @

q

E

rr') io

F tn

{

(J

L' J

o

o

o

h (J

di t\

((t

o h d

h

h

to t\

c.l !r

6l t\

d ui

g

ai v)

t\ to oi lt)

6l

u; i.!

rf lq

tl

= F (J

oi

lrl

q

/

/ LA

(,

I

q

@

rn

a4H f, 6

fr ? aE F

lrl a\

t J. e,

rir

^|

rO

*

I= Io A oa

p

E

P

j

E arl

rt

Ut

6

Cl

J :)

9 o

.

E

3

r 8

,u o

d

o : )

o

Id