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The Unorthodox Way to Find the "Right Employee"

The Unorthodox Way to Find the "Right Employee"

December 22, 2015

I'm an "opportuniholic." I'm addicted to looking for new opportunities. My brain is just hard wired to look for hunger in the market. I've picked up on a major hunger out there that almost every leader I meet complains about.

“We need more and better people.”

I can’t tell you how many times leaders tell me that they can’t grow because they don’t have the right people. “It's so hard to find, motivated, qualified people.”

I believe that there are 2 solutions. You may not like either at first, but I bet that by the end of this article you'll be willing to give them a shot.

First, "the right guy" may actually be staring at you in the face. If fact, you've already hired him.  Train your employee. Give him a Path of Ascension, help improve his competency and watch him grow. Our experience shows that many of the very best companies built their all-star teams by coaching their employees. However, this solution isn't one-size-fits-all. Sometimes you really do need more hands on deck or a different skill set all together.

If that’s the case then I going to recommend you use a crazy technique that is considered quackery in the U.S. but is common practice in Europe.

Before I explain, let me give you some background.

The culprit of bad hires, or failure to find "the right guy", is often found in our personal biases. We can't see what makes someone really tick. If you're human like the rest of us, you're naturally biased towards people who are similar to you and give preferential treatment towards them. If you’re extroverted, you’ll favor extroverted candidates and consciously or sub-consciously dismiss an introverted candidate. If you're cautious and meticulous, you're less likely to choose a risk-taking candidate - even, and perhaps especially, when someone who is willing to take risks is exactly what you need.

This bias affects everything you do during the hiring process. It blinds us from seeing behind the mask.

It’s there when you decide which resumes to put on the top of the pile. It sways your interviewing techniques and the questions you ask candidates. It influences who you move to the next phase of the screening process. And it impacts your decision-making when you choose between the final contenders.

Nearly all of the leaders I speak to who have difficulty finding the "right guy" don't realize that they're blinded by their personal biases.

Here's how we and many of our clients get around this bias. In fact, it's not just us, but 75-80% of Western European companies, and American companies like Merrill Lynch, Prudential, Sony, the FBI, and the NSA also use this method.

Are you ready?

We all use graphology, also known as handwriting analysis. Part of our recruiting and hiring process involves testing our applicants handwriting, looking for specific skills and attributes.

Sounds hokey? Read on.

Graphology offers unique insights into applicants that traditional hiring methods don't have. See, many smart job seekers know how to beef up their resumes, references, portfolios and prep for their interviews pretty well. It's hard to get an honest, well-rounded picture of the applicant, especially when you factor in the employer's personal biases. Here's where graphology fits in. Handwriting experts explain that no one can change their handwriting. A skilled graphologist can see past many masks and get a deep, personal, unbiased reading of an individual.

*To get our FREE report on The 12 Vital Traits to Know About Your Job Applicant and to learn how graphology can uncover many of those traits, CLICK HERE*

None of us replace graphology with the traditional interview and hiring process. Rather, we use this non-traditional method as an additional tool. It's far from perfect, and we Americans who like our scientific data, can get a little squeamish about graphology. But, if use appropriately, it can help both the employer and employee tremendously.

Let me give you an example.

Richard Horowitz is one of the principals of Horowitz & Firestone Management Brokers, Inc. He has been successfully using graphology in his hiring for over 25 years. When we were talking, he shared with us, “It costs me $15-25,000 to hire a $50,000/year employee. That’s a big investment to lose if you hire the wrong person.”

Richard told us a powerful story.

One applicant’s handwriting analysis revealed a complex list of pros and cons. “We were told she didn’t have a super high IQ, but that she was sharp and valued doing things very quickly. She’ll make a lot of mistakes, but once she learns the job, we’d get the speed back without any mistakes. She’ll call in sick more than we’ll be happy with, but not enough to not fire her. She’ll also get along well with the other people in the office,” Richard said.

They went ahead and hired her, and Richard says she was exactly what her analysis said she would be. “She did make a lot of mistakes at first, but she did pick things up quickly and never made the same mistake twice. And yes, she did call in sick more than I was happy with - 60 times in the 5 years she worked for us,” he notes. Richard told us that she's a great employee and he doesn't regret hiring her for a moment.

Graphology helped Richard see the bigger picture of his potential employee's strengths and weaknesses. He could have easily been swayed by references who spoke about how often she called in sick in previous positions due to his own personal biases and judgments towards people like that. This not only enabled him to see past that one weakness, but also helped him manage his expectations once he hired her.

*If you would like a sneak peek into the power of graphology for your business, CLICK HERE to get the name of the amazing guy that Richard and I use and you can check it out for yourself. (He doesn't want his name online.)*  

Here's where the true power of graphology lies. It enables you not only to hire the right person, but it gives you insights into where that employee would be best suited in your company and how to play to his or her strengths.

Richard shared the story of one hire he made for a relatively low-level position. The handwriting analysis revealed that if hired, this employee would not work well under pressure. Richard didn’t see this as a deal-breaker because of the nature of position. Five or six months after hiring her, something came up and Richard tried to throw some time-sensitive work at this employee.

“It was a disaster. She couldn’t do it. She got so flustered. It was such a mess I had to cancel my appointment,” Richard says.

But instead of considering that situation the employee’s fault, Richard considered it his failing.

Because he had the insight into that employee from the handwriting analysis, Richard says he mishandled the situation. “I knew I shouldn’t have handed something high-pressure to her. I knew that, I had that information from the analysis, and I did it anyway. That wasn’t her fault, that was mine.”


If you find yourself feeling stuck that you can't find "the right guy", give these a whirl:

1. Revisit your current employees and ask yourself how you can train them into bigger and better positions.

2. If that's not your answer, then take a deep hard look at how you're viewing applicants. Are you missing out on talent because of your own biases and judgments? I personally, and thousands of companies across the world have seen the power of graphology in getting over these biases when hiring. Be a little unorthodox and give it a shot. I think you'll be pleasantly surprised.

               *To get our FREE report on The 12 Vital Traits to Know About Your Job Applicant and to learn how graphology can uncover many of those traits, CLICK HERE. These are traits you want to get a handle on, whether you use graphology or not.*

Warning: Graphology is just another tool. It's not the end-all, be-all solution, and should be used in conjunction with other assessments, hiring best practices, and screening methods to verify any new hire or applicant.


Taking you from where you are to where you want to be,

Jon Goldman