Monday, April 28, 2014
Statement Analysis on Resumes
Human Resources is the core of a business in that the right employees or the wrong employees can be the difference between success and failure, and sometimes, the only one standing between the two is the human resources professional.
Human resources professional are often well trained in interviewing, and due to the volume of interviewing, often highly skilled at listening. Statement Analysis only benefits them, especially those who are intuitively "doing" analysis work without having been taught it.
In trainings in the private sector, we have been showing businesses how to use Statement Analysis on resumes (although the shorter ones are difficult) even before they get to the application and interview stage.
One man listed himself as a _______ State Police Academy Instructor.
He instructed police?
This was a surprise.
A simple call to the Police Academy showed that he spoke at the academy on how to deal with a subject who has developmental disabilities; that is, what 800 number to call.
This became a "Police Instructor" on his resume!
He "shared" a few anecdotes on dealing with someone with developmental disabilities, but basically, he was there to give them the state's 800 number.
That was it.
He turned this into a State Police Instructor.
It is important to verify a resume, but it is time consuming, so what can be done is to "flag" certain resumes for the tedious verification process, rather than having to verify each resume submitted.
Look for consistency.
"No pronouns" is fine.
"Dropped pronouns" is different.
We look for patterns, and we recall that the building blocks of principle are made of clay, not cement. We make adjustments for emails, texts, resumes, and even annual reports. Anywhere there is communication, Statement Analysis can, and should be applied.
If, for example, one uses the pronoun "I" consistently throughout, where it is dropped, becomes important.
If another does not use pronouns, where it suddenly appears now becomes dominant for us.
We need to know if the subject is a liar, and who is making claims that he ought not to be making. We wish to weed out those who would damage business, or even morale, by being a "problem bringer" rather than a "problem solver."