Wednesday, February 24, 2016
Screening for Violence in Job Applicants
In our Advanced Course, we get into some very specific strategies for hiring: how to screen out those with an agenda other than employment and personal advancement. Yet there is something else to carefully consider:
About the last thing any company, business, or department needs is a violent person.
What is the violent person like?
How can we discern violence in the language?
What if the person has changed his or her ways? Can we know this?
When law enforcement hires one with poor impulse control, the consequences can be deadly; both literally and figuratively. Often missed, however, is the personality traits beneath the surface; the need for relevance, respect and recognition; things all humans possess, yet when an imbalance exists, trouble is not far behind.
It is a complex study but one in which Statement Analysis can successfully discern within the language.
"My record is clear, though when I was young, I had some issues."
When an applicant wishes to conceal something in his background, the concealment is on his mind while speaking or writing. This is key and using analysis, we will pick up the sensitivities and either get answers from the statement itself, as we now are 'looking for something' specifically, or we will know where to focus questions.
Violence: Male or Female?
Males are more prone to violence, with their higher levels of testosterone. Even in a self loathing society that chooses to believe that gender is a preference, science says otherwise.
Crime victims, too, have an opinion.
Females who are violent when young:
What is their attitude towards violence now?
Are they ashamed of their background, or do they embrace it?
The violent seek to impose their will upon others. They enter the personal property space, or even the personal natural space, of another to impose their will upon the victim. Many "violent" learn to adjust their means of coercion and will stop being physically violent and learn to use their forceful personality to get their way. The element of violating one's property or personal space remains the same, but the means change. The violation is verbal.
Violence Decreases With Age
This is a true statistic and valuable for probation and prison, but not for companies. Those who are no longer violent due to "aging out" retain the same personality traits in later years as they did in younger years.
They do not do well with authority.
They do not do well in Customer Service.
They often have difficulty getting along with others and although may not resort to physical violence, the same forcefulness shows itself in other ways.
Violence is Eradicated Through Education?
By now you likely recognize that the concern for Human Resources is not that the 45 year old male manager is going to punch someone in the conference room.
We are looking at an intelligent, educated and sophisticated use of violence that is no longer physically expressing itself, but verbally.
We listen to the common expressions of life, and are able to identify those who are likely concealing a background that contains violence, as well as those who still pose the risk of violence.
Due to natural restraints in life, including education, consequence, position, manners, society, (and so on), some will never resort to violence in a business setting: but they will bully, and bully they do, in ways and means that are nothing like the school yard bully of yesteryear of whom cartoons showed only needed a quick rap to the chin to deflate him.
These are well educated and successful violent people who never raise a fist. Yet:
They destroy careers.
They destroy lives.
They destroy health.
They destroy bottom lines.
They can psychologically crumble someone with just words.
They do not, so much, disagree with the victim's view point, they disagree with the victim's entire life and existence. The violent's intent is to get his or her victim to question the victim's own right to life. It is to utterly defeat, exhaustively eradicating any possible threat of advancement.
How can this be so?
The difference may be difficult to describe, unless, that is, you have experienced corporate bullying. The bully is a non violent violent person, and will destroy a bottom line if it means keeping his or her victim from getting credit.
Bullies, therefore, flourish in bureaucratic standings where no profit bottom line exists. They thrive in settings where they can shout down, ridicule, embarrass, backstab and harm the victim, without the accountability of profit.
In police departments, should a bully be promoted, a good idea, that is, one that may even facilitate justice, can be buried simply due to jealous ambition.
Strong leaders 'hire up', that is, they seek to hire those who will eventually threaten to by-pass the position due to talent.
State governments, like all bureaucracies, are notorious for "hiring down", that is, upper management and middle management promoting those who will not threaten their own jobs. These are the same people working on new policies to govern, and influence the interpretation and application of laws, standards, rules, and simply accepted practices that will impact your life, your children, and your pocketbook. This is where tyranny may begin in small ways, but serve one purpose: increase the authority of
More and more polls show how Americans do not trust government any longer, reflecting just how exploitive, by nature, a bureaucratic structure can be and what happens when the ambitious rule, including those who are consistently deceptive about their agenda.
Those who prosper in State government would likely drown in the private sector as personal grudges, sabotage promotions and other such tactics eventually harm the for-profit company and the bully is removed, yet, the damage remains.
The same bureaucratic system that is ripe for bullying and corruption, is the same system which tells the successful business owner not only that "you didn't build that!" but something far more ironic:
"You can't ask personal questions of your job applicants!"
The very same questions that the government can ask, you are not allowed to, lest you face "discrimination" allegations.
This is similar to the irony of someone who demands no border protection and no guns, while living safely behind armed walls, for his or her children, but not ours.
This is a form of contempt.
If you say, "this person is much more important and has more threats", it matters little to the victim of violence, who believes his children are just as valuable as another's.
They, the government at the top, have the luxury of hiring the best and brightest. Even Hillary Clinton had (until the press noted it) her top 6 advisors: White Males, while posing a very different agenda. "They" can hire the best and brightest in order to get the best results, while imposing upon you, a far lesser standard.
Phrases and Figures of Speech
In the profiling of a job applicant, we often flag the "figures of speech" that are commonly used by others, yet, when other traits arise, particularly the "non violent violent" (the sophisticated violent), they take on a new importance. This is not for the Statement Analysis 101 crowd that says, "just tell me, are they lying or not!"
It takes time, effort, and patience, and eventually, confirmation will come.
"I love you to pieces!" may have a very different meaning coming from you than to one who knows how to tear another to pieces, verbally, and perhaps, without common restraint, physically.
To commit violence, one must enter the personal property and eventually, the personal space of another.
Is it any surprise that the sophisticated violent (bully) knows how to cut right into the personal space of another, linguistically?
Sometimes, these are those with passive-aggressive personality types and the greater the intellect, the more they will use criticism, not to blunt an idea, but to get the victim to consider their own life as of lesser value.
Hire this one and watch morale tank.
Promote this one and prepare for the damage.
Give authority to this one, and spend your energy defusing escalated situations that should never have escalated in the first place.
Perhaps the single best place to identify a violent employee who has already been hired is in the area of jesting. When he is joking around, he is choosing language that reveals him. Note how often his phrases correlate to the invasion of another's human space. These words may be related to sports, true enough, but if you have already identified him as one who is violent, but due to professional setting and age, his violence is linguistic and emotional, you may realize that the same phrases you use, not only have different meaning for him, but greater frequency.
In women, it is not only rarer, but easier to spot linguistically, including she targets one gender more than the other. Here, there is less comical or humorous or more passive aggressive, especially an insult that begins as a compliment; a signal of higher intelligence, deep personality resentment, and satisfaction at seeing pain inflicted upon another.
Promote her and, depending upon the scope of authority, watch an increase in employees calling out sick, potential increases for medical insurance issues, and eventually, increased turnover. Men, in particular, will be hesitant to report bullying by a female superior, but will, if opened up, use language of humiliation (rage, for example) and justification.
Learn what Employee Questionnaires can do for your business, company or department.
Hyatt Analysis Services.
The Advanced Course is especially of value to those who are in the monthly guided training. This is the confidential and practical analysis that is monthly, with sufficient processing time between intensities, that follows a sound foundation. The course is not open to those without approved formal training. The untrained, no matter how well read, who have not been formally trained and who have not had the opportunity to grow from working with other analysts in live trainings, will often bring discredit to the science from the temptation to rush to "black or white" hard conclusions. The monthly training is needed to scrub this off, as they quickly learn, in just a few sessions, how complex human nature is, and how, although the principles are correct, the rush to draw a solid line failed them.
Not only is there the risk for discrediting the science, the talented, but untrained often experience discouragement and the potential they posses goes unrealized. It is "lose-lose."
There is no substitution for formal training, but it must include exposure to other analysts and exposure to the wide variants that human nature exhibits. They must learn that with each principle, exceptions exist, and how, over time, they guide us to proper conclusions, and learn to not confuse the subjective with the objective.
After all these years, I continue to learn new lessons. Each month, I learn. In the East Coast Training, I most always do not look at the statement until the training begins. I go into it "cold" so as to challenge myself, and learn from others.
Analysts bring in life experiences and knowledge I do not possess. I am privileged to learn from them. "Island" learning is a dead end. Those with natural talent and lots of self taught reading, often do well in training; first they must overcome the overly conclusive practice, as well as accustom themselves to 'being wrong' more than a few times, but eventually, the talent meets with disciplines and...the results are something special.
The guided monthly training is now offered in two distinct time zones, East Coast and West Coast.
With more UK attendees, we hope to schedule one for Europe in English.