It costs society, it costs personally, and it cost money...lots and lots of money.
Deception is cruel and is no different than trading in counterfeit cash.
On any given day, I have 2 or 3 video interviews awaiting analysis.
Due to restricted budgets, the need for more investigators, the prohibitive cost of transcription services, and the failure of computer transcription, there is no way around it: here is the video, tell me if he is deceptive.
I listen to the video and make notes, often not needing to hit pause. I know that those deceptive in the interview process are those who will harm the company. The deception is not a 'white lie' or a social lie. Deception is linked to theft and theft has lots of new means today...
How long does it take for someone to get to this point in their training?
The best formula is this:
1. Formal Training
2. 1,000 hours of practice
3. Guided Training; minimum 2 years.
At this point, upon completion of the 2nd year of guided training, the analyst not only is efficient, but if he or she possesses the gift of teaching, the knowledge to teach others is strong enough to withstand seasoned veteran scrutiny. Moving past two years focuses upon detail that is heavily into criminal psychology: what the criminal thinks, what he says, and what he is likely to do next. It is a type of profiling that is rich in detail, guided not only by statistics, but instinct. The instinct is developed through volume and there is no substitute for volume. Somewhere in all of this, they must be trained in Analytical Interviewing, which is not only legally sound, but is far less work. It saves time and it will save money. This, too, needs volume.
Why is this?
Besides the general principle within learning, the analyst should not only understand the psychology behind the principle, but should be able to explain it to 12 year old.
This is a bit trickier than it may seem, but it is important that as he or she tries, the struggle, itself, will help 'prove' the work, that is, test, pressure, increase, practice, re-group, test, pressure, and so on.
Would you be surprised to learn that potential hires are using :) on their applications?
We now communicate in abbreviations, text messages, emails and less and less in the written statement. Even on job applications I analyze, I see "u need to just ask me as i always to my best' and 'lol y u ask me this?'
Would you be surprised how many Master Level college graduates are "doing good" today? Would you be shocked to see someone with a master's degree in something write, "your wellcome" on official documents?
When I analyze someone with a high school diploma only, who may be 60 years of age, I often find better grammar, usage and spelling than those with advanced degrees.
Would you be surprised to see how many submit applications electronically who do not bother to use spell check? What might this suggest about thoroughness, desire and drive?
We have many new ways of deception today, with "Identity theft" becoming old, as so many new methods are advancing. It is not just the 'professional trip, stumble and fall' gaming of disability, but disability itself is now so popular that people have been awarded disability for things that are not simply fraudulent, but shocking. Disability, in some form, is wildly popular today, with shyness about to be the next wave of drugged social payments. Companies on the hook for more and more, there is a way to protect oneself from such legalized government sanctioned theft and envy.
Personality shift acceptance
Just a few short years ago, there was a scientific method of determining gender. Today, masculinity and femininity are undergoing cultural shifting which will come out in the language. We must be ready. Even personality traits, once so important in job placement that America frequently used testing to fit the right person with the right job, has today left companies fearful of releasing the results.
We all recognize that an extreme introvert is not likely the best candidate or sales, but who would dare put that in writing?
There are far more acceptable ways of separating you from your money today than ever before, and part of this is due to cultural acceptance.
a. Victim Status
b. Delicate Snowflakes
c. Social Justice Warriors
These too ften blur, but first:
a. The victim status is something in which courts are more than ever before likely to reward someone money his or her hands have not earned. Companies are increasing insurance costs (something passed on to the consumer) and as we shift towards socialism, companies have struggled with healthcare costs, as more politics enter healthcare. This is not lost on society.
For example, there are those in the substance abuse industry (it is an industry) who want their clients in the best rehab possible but know that government subsidized or government paid rehab will be less successful as well as less comfortable for the client.
They also know that if they can get their clients into some companies, they will eventually claim the company's "undo stress" has now "caused" their substance abuse issue and the company is now on the hook for $15,000 to $25,000.
There are those who know that if they work for x amount of weeks, they can get unemployment on the company's dime.
The victim status feels owed. He or she feels that an injustice from yesteryear has given him a distinct disadvantage. This will directly come out (if hired) in his first mistake: it will be someone else's fault. This is a best case scenario. Today, people use religion, like never before, to make demands on employers after signing a document asking for no accommodations. In spite of this, companies fear what courts will say (which is wise to doubt our courts today) and worse, they do not want negative publicity.
The 'victim status' mentality is something that does show up in the language and should be identified by the trained Human Resources professional before hiring.
b. Delicate Snowflakes
The last few years' college graduates enter the workforce believing themselves to be unique, special and well above and beyond other generations. They have been taught in college to claim to feel "not safe" and "offended" at just about anything and everything.
The problems they bring to a company are endless. Thankfully, these 'delicate snowflakes' who tremble when people applaud for the violence of clapping hands, is easily discerned in the interview process if you know how to direct the flow of information. These delicate snowflakes, who worship at the altar of their own emotions, will drive their co-workers nuts. They damage morale, believe themselves morally superior to others (see c) and are the ones most likely to claim "hostile work environment" for the most shocking of reasons.
Because their emotions are their 'god' or principle passion in life, and arbitrator of right from wrong, they are unstable and often struggle under challenges as the challenges they face cause them to 'question' themselves; something anathema to their delicate and fragile ego. What makes one push harder (necessity the mother of invention) causes this one not to crumble, but to implode. Like others, they share this in common:
They do not take personal responsibility.
Question them when they call out sick and watch how they break and need to find a safe room to cry in. If male, a co worker is going to eventually say, "dude, you have to man up here. We have work to do" and, ka-boom, you have apologies, sensitivity trainings, and written plans of correction and headache you won't believe.
It will always be someone else's fault.
Co workers, managers, the company, society, or injustice from 70 years ago, is to blame.
c. Social Justice Warriors will not only reveal themselves, but if hired, they will find or create the event in order to "bring justice"; which, once translated, means money, even if the money comes through the means of publicity.
These too, must be screened for in the employment process and it must be done thoroughly, legally, with an excellent written record of why you did not hire them.
This is because they will file suit against you for not hiring them. When you present a legally sound scoring system, in which they scored "43" and you hired someone who scored "44", their suit is lost.
These are those who will always find fault in others. They see themselves as the center of all morality and the cause de jour will happen. Years ago, I saw one such social justice warrior possess little ability to filter out her thoughts on South African diamond mines. It found its way into far too many conversations, including with customers. A young man cured her, however.
He slapped a .75 carrot ring on her left hand and she never spoke of her cause again.
The problem with the Social Justice Warrior is not singular:
*it is his cause in life and he or she finds personal value and worth in it.
*he or she must feel this fulfillment
*those who do not share in the cause are the enemy, which includes not only co workers, but managers.
*If they are promoted, they will bully their subordinates.
*They view the enemy as morally inferior and cannot bear disagreement. Even customers get speeches.
These are typical but there is something else that will trouble your company:
The social justice warrior always wants someone else to pay for the crimes and misdemeanors of the past and this someone is not him. This 'insulation' comes from believing oneself superior to those who 'do not see' and even superior to those who 'see' what they see, but either do not act upon it, or act upon it as much as they do.
Even in corporate meetings, they will offend others and this is usually be supposing everyone agrees with them. It is a severe lack of self awareness and depending upon the meeting, damage can be done.
Due to their high self view of moral superiority, if suit is filed, they do not mind being martyred for the cause; that is, they can lose in court, but still use the internet to blacken the reputation of your company. They do not possess the capability to separate themselves from their cause. Without their cause, they lose their purpose in life.
"Why do you want to work here?" is a great question if the applicant moves into the free editing process. All the typical expected responses are good, including "money" and "money" and "resume building" and "paying bills" and "room for advancement" and "awarding merit", and all the normal competitive necessities in life. These are all good answers. Get the applicant to talk about himself or herself in this question and the social justice warrior will be almost incapable of concealing alternative or additional motives.
The 'victim' status is one who will not take personal responsibility and poses a risk to the company. They often file suits of discrimination.
The 'delicate snowflake' is troublesome to morale and if pushed, will file suit, especially hostile work environment.
The 'social justice warrior' is often above average intelligence and is troublesome from bottom to top, often lacking self awareness and will find or create the 'event' or 'circumstance' needed to make them feel important. They used to carry signs and walk in circles, but now have evolved into e-signs, e-circles but still trouble.
Companies need to produce. This need is what drives companies to hire the best and brightest.
Those who have competing or alternate agendas will cost you.
Statement Analysis training begins with crawling until it learns to walk, jog and eventually, it will 'run' in the interview process and will tag the deceptive and keep your company safe. As the professional grows, he or she will spot the linguistic signals of deception readily, but will move on to looking for and spotting, live, the very warning signals of the issues presented here.
Your company needs to hire the best and brightest and needs to avoid importing trouble, including insurance costs, unemployment costs, shrinkage, and the myriad of suits, headaches, and damage to morale done by hiring the deceptive.
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