A few career experts shared their thoughts with us on this topic.
We are crucial in the employment (quasi-veto power) of almost 6,000 executive, administrative and technical people a year in all hemispheres, and we are always willing to take a leap of faith if the characteristics that appear in the candidate's handwriting are 1) in synch with the job description; 2) the indications are of a superior set of achievement traits; 3) indications that the candidate, no matter how skilled or talented, will not be stifled or anchored by the kind of people who will be her or his bosses, subordinates and co-equals. We help put together some of the most friendly, cooperative and productive workplaces in the world.
If we see procrastination or weak follow-through in a candidate's handwriting, we will be much concerned if the candidate hasn't finished a PhD or other scheduled projects. As biometric handwriting
analysts we first narrow the hiring pool down to those with the most exceptional qualities. If we see a constellation of those, we are willing to overlook almost any preconceived qualification, including age, race, skin color, creed, nationality, and mode of dress.
It's all very 21st century, amazingly accurate, and we are truly enjoying it.
My executive recruitment firm frequently come across top candidates that may be missing some of the desired qualifications for an open position. In the last two weeks we had a bank that was looking for a commercial business developer, someone who could go out into the community and build business relationships for the bank. We presented a local candidate that had done commercial lending in the past, but was now slotted into doing work outs (working with troubled loans). Our candidate wanted to get back into commercial lending as that was his passion.
The president was hesitant to meet with him because he had not been doing that recently. He did however agree to a ½ hour meeting and having the candidate complete a personality profile to see how sales oriented he was. The candidate was there for over an hour and he scored a 94% and 90% match to sales and to the client's position. The president was surprised and pleased by the results. He has now decided to customize the position to the candidate's talents and experience, based on the 1st interview, and is gearing up to present an offer to the candidate, contingent upon successful completion of a 2nd face-to face interview.
Right now, because many banks have challenging loan credits they have people assigned specifically to do these work-outs/collections efforts. Most banks want individuals who have an active portfolio of business/customers, so that they may be able to bring some of those loans to their potential new bank. This individual got pigeon holed in this area and wanted to get out and meet customers, and get back into the lending area.
In regards to whether the lack of a particular desired educational degree can be overlooked, we have had some clients who are more flexible on degrees. For example many individuals in the Information Systems area come up thru the technical area and often times do not have four- year college degrees. Some banks will not make any exceptions to the four-year degree requirement. Other organizations that are more agile will replace the education requirement based upon their experience level. We advise candidates not to over-embellish their education or current experience. If they are caught in a false statement especially in the banking arena the employer will probably pass on them for this position.
Laurie Prochnow, President
CSM Management Recruiters of Wausau,
Sometimes a leap of faith is what is needed…
In today's hiring market, job candidates have become adept at positioning themselves. Yet the truth is, 80% of resumes today are purposefully built to be misleading. What ends up happening is employers don't take that leap of faith, but rather work off the flashy resume, cover letter and social media presence when making hiring decisions.
Cream.hr, a technology start up, is focused on moving hiring managers past the resume BS to get to the real truth of the person applying for the job. Using an unfakeable system that measures an applicant against the "big five" personality scores - cream.hr can help employers find those diamonds in the rough - who on paper may not impress, and yet prove to be superstars on the job. Likewise, cream.hr helps employers move past the smoke and mirrors of today's hiring processes to get behind the resume and into the heads of the people applying for the job.
CEO of www.cream.hr