Statement Analysis training shows how to discern those who are most likely to
*make fraudulent claims of discrimination
The implementation of the training will show employers how to avoid hiring those with an agenda other than work. When the Dept. of Justice released the statistic that 40% of thieves in companies planned their theft in the interview process, this number did not include the many fraudulent claims of falling, discrimination, and so on.
In the last 7 years, a powerful shift has taken place in courts where socialistic thinking, which views the successful in contempt, has led to decisions in favor of complainants, even when signed agreements existed prior to hiring. The "victim status" mentality has swept through America and has given us an entire generation of entitled and legalized envy.
Generally, a company does not want an employee broadcasting his or her religious or political belief as this will negatively impact customers, customer service and sales. The material needs of the company are supposed to be paramount to all employees, but with increasing government encroachment upon business, companies must ask if the potential hire needs any "religious accommodation" before offering them a job.
We note that the same governmental restrictions upon business have exemption from many government hirings.
This "accommodation" question allows for the employer to make a decision, before hiring, if the applicant's accommodations gel with their company environment.
Law suits cost company money, no matter the outcome.
40% of EEO formal complaints on religious discrimination come from less than 1% of the population according to the 2015 statistics from EEO. (Bloomberg News)
It is a criminal political and religious ideology with specific designs upon sexual violence, with even religious elements of sexual violence.
Employers must know: It is the only religion in the world that prescribes deception.
Many public cases show the Muslim applies for the job without any outward religious costume, but shortly after being hired will begin to wear the Islamic costume or the male will grow a long beard.
These outward signs of Islam frighten customers, particularly after another Islamic attack on non combatants in the public sector.
People are afraid of those who hold to an ideology that is spread by coercion, and rightfully so. How did the White House respond to San Bernadino attack where Americans were slaughtered?
The EEOC added a new page to its website: “Responsibilities
Concerning the Employment of Individuals Who Are, or Are
Perceived to Be, Muslim or Middle Eastern.”
This should tell you all you need to know about how your company may do in court.
At terribly sensitive times for Americans in the wake of Islamic slaughters, the POTUS blamed Christians and lectured them on wars from a thousand years ago; the very Muslim propaganda used to justify terror itself.
The Muslim demands a "prayer room" but it cannot be a prayer room shared by Jews and Christians. This may provoke others, including atheists, who will sense the Islamic supremacy, as if they are too 'dirty' to enter such a room.
The Muslim demands to be able to pray 5 times per day, not quietly to himself, but out loud, in a prayer room with no "infidels" and specific prayer rugs.
What if your company sells alcohol? Even those who have had pre-arranged and signed agreements, still end up threatened or sued. MSM jumps on the headlines as socialism, itself, condemns success.
When these demands are not met, protests and law suits result.
Victim Status mentality is a powerful psychological influence which fills the subject with resolve and makes excuses for every failure in life.
It has the unintended opposite effect in hiring just as it does in social settings.
How can HR combat this?
Since the federal guidelines restrict the private employer from asking specific questions, the trained HR professional can learn in Analytical Interviewing how to combat this loss. As you are told to hire felons, those who dictate this mandate are exempt.
Courts have shown that simply having Muslims signs a document stating that they do not require any religious accommodations do not suffice for some judges with agenda.
If the applicant comes into the interview with visible signs of Islam, and is not hired, the chance of a suit for not being hired is increased.
HR must be prepared.
What is behind victim status mentality is to shift blame away from self. Look for two things:
1. External versus Internal philosophy
2. Shifting blame to others
This can be accomplished by asking
"What challenges have you faced?" moving towards, "tell me about a failure..."
Follow the instinctive pronouns.
In the Islamic belief and tradition, the person is 'superior' to others, and failures are not accepted. Supremacist ideology, including male supremacy over females, is for those born in this, instinctive. It will show itself.
"I see that you wrote that you are a team player. In your last job, tell me how you handled a failure..."
The two elements to explore:
1. The External versus Internal philosophy is 'eastern' as opposed to 'western' belief. "The car won't allow itself to be started" and "Allah would not let..."
Some call this the "lotus of control" in which this mentality sees control outside of self.
Businesses look for those who learn from their mistakes.
We all make mistakes but it is those who learn from them that will be better suited for tackling challenges. One cannot learn from a mistake when the mistake is not owned (accept responsibility).
Note "Tacquia" in the interview as possible presence and take careful notes.
2. In western thought, taking responsibility for a mistake is considered a strength; it is not so in Islamic thought. It is a weakness. What we view as security, they see as cowardice.
Just as we would not want an employee handing out religious literature for Christianity or Judaism, but want them to concentrate upon their work, we have an expectation that this is no compromise nor discrimination against them: their labor is owed, for payment, during work hours. Once work is over and company property is left, they are free to practice their religion.
It is that "Tacquia" is being used, via democratic principles, against the West, and employers now fear being labeled "racist" and "Islamophobic" and having the terrorist designated "CAIR" holding press conferences, to willing main stream media outlets, or on 'speed dial' to federal law enforcement, bringing the company negative publicity.
If the interview shows an applicant unwilling or unable to take responsibility, he or she should not be hired. This is an important element no matter the religious or political view.
Some companies fold, while others are fighting back.
Best to combat the issue in the interview process, with carefully trained listening skills, and accurate note taking.
In Statement Analysis training and implementation for companies, we use a basic pre-interview Questionnaire, and in the interview process, a 'scoring system' of attributes the company seeks.
Companies that implement these services save money from payoffs, insurance, unemployment, lawyer fees, and save themselves both time and the stress of unjust claims against them.
We show how to screen for not only for the ill intentions of some, and for violence propensities, but also to screen in
the best and brightest.
For specific employment training: Hyatt Analysis Services