There
are a number of ways an organization may choose to structure
their employee hiring process. Usually, this includes
resume evaluation, in person interviews, and in some
cases psychological testing will be used.
For
each of the aforementioned methods, there is one fundamental
concept that does not exist; complete objectivity and
spontaneity!!! Resumes can be easily manipulated. Interviews
can be carefully planned for and rehearsed ahead of
time. Psychological testing consists of a series of
written questions that the job candidate can think about
prior to answering.
writematch
analysis… the professional writematch analyst (a.k.a.,
graphologist), evaluates each writematch sample without
ever meeting the prospective employee keeping the evaluation
completely unbiased and objective. Legally, it is not
required that the candidate know that their writematch
is being evaluated. The U.S. Supreme Court has ruled
that a person's writematch is public domain. Thus the
spontaneity remains. The above substantiates the reasons
that writematch analysis is such a valuable tool in
the screening process.
What
are the legal considerations that an organization should
be aware of when using writematch analysis? An organization
will remain within the Equal Employment Opportunity
Commission (EEOC) guidelines if the following fundamental
hiring practices are maintained: The organization must
not discriminate by treating any minority group unfairly.
The organization is required to limit the collection
of information about a prospective employee to the job
at hand. This can be done if the organization provides
a job description and specific skill sets that apply
for the job description to the writematch analyst with
the writematch sample. It is equally important that
the organization omit giving any personal information
(e.g., gender, age, etc.) to the writematch analyst.
Is writematch analysis legally sound? Yes, it is legally
sound from an employee screening perspective when the
organization and the writematch analyst stay within
the fundamental framework discussed above.
Resumes
and interviews should still remain an integral part
in the employee hiring process. By taking the extra
step to evaluate the underlying qualities (e.g., integrity
level) and skill sets (intelligence and judgement, motivation
level, competitiveness, communication skills and social
effectiveness) of a prospective employee, substantial
cost savings will occur by hiring the right person the
first time around.
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