Monday, December 12, 2016
Employment Analysis: Professional Potential
Employment Analysis is a specialized form of advanced statement analysis study that seeks to help businesses hire the best and brightest, while avoiding the pitfalls associated with employees who seek to exploit.
The statistics correlating deception and theft are as expected; those who lie in the job application process are likely to import trouble into companies, with an expectation of theft via exploitation being the most popular form of theft today.
This is where the employee falsifies a complaint about falling, or injury, for example, which is something well known to employers.
Yet, the most popular form of financial theft via exploitation is emotion laden claims. This is where the fraudulent employee seeks money ("damages") for 'hurting his feelings' with the new popularity of "hate crimes."
Statement Analysis applied in the employment process, successfully identifies the fraudulent thief before he is offered a job.
The fraudulent claims of yesteryear were most always fake injuries, but today, "hurt feelings" are worth far more money to the thief than a twisted ankle.
When the Rev. Al Sharpton's daughter wanted a fortune from the city of New York for twisting her ankle, even though she was seen hiking on it afterwards, she could always claim hurt feelings due to "racism" to deflect her own criminal behavior of theft. Rather than be called a "racist", a company may consider making a payoff to spare the negative publicity.
Entitlement breeds entitlement.
Companies that work with the element of the public which are supported by tax payers know that "customer complaints" are acutely identified with those who are given items for free and who do not work. This is a part of human nature our politicians deny, of which moral narcissists take the bait and claim those who disagree to be "hateful", and those who do not work in such fields may not even recognize it but it looks like this one that came in today:
A discrimination complaint is filed by someone who:
a. does not work for a living
b. does not pay for the product
c. does not pay for the service of the product
Yet "feels" his rights have been violated because he has to wait on a line. He then said that he is being "discriminated against" since making said complaint about waiting on lines. He claimed that he had a "right" to go to the front of the line and since he made this complaint, he can tell the company is retaliating against him, "clearly discriminating" against him.
One is tempted to ask,
"How much money will it take for your feelings to be okay?"
When asked how the company knew he filed a complaint he refused to answer. Direct lying is stressful.
Those who have successfully filed suit and large settlements are very high risk for hiring. The free money is a powerful addiction.
Case in point: male, 30, making $35,000 per year claimed to be injured on the job and eventually received a settlement of more than $325,000. He went through this money buying a new home, new car, and a recreational vehicle that he was supposed to be incapable of using due to "injury." When this money ran out, he got his wife to file a "discrimination" suit against her large company in which she received about $200,000 after attorney fees. This took several years and in the interim, lost his house and car.
When this money ran out, his wife applied for employment.
Would you hire her?
Here is the important part of the account:
When someone with a history of theft via exploitation fills out an employment Questionnaire, it is very likely that this information is going to surface.
With more and more regulations being put on employers, and more and more attorneys frightening Human Resource professionals into not asking questions, there is a "need to discern" today that is more urgent than at any time in our history.
Employment Analysis is a form of advanced analysis. It means shifting the paradigm used in analysis to an entire new platform: job application process.
With the Dept of Justice 2001 statistic of more than 40% of thieves showing intention to steal before being hired, consider what this statistic would look like today, if it included all the fraudulent claims of "discrimination", "harassment", "hostile work environment" and so on, along with the fake injury claims.
One doctor who was familiar with my work used a technique to question an employee who came in to be examined after having claimed to fallen down several steps of stairs. When he heard the sensitivity indicators discussed, he followed after her to watch, from the window, as she limped to her car.
As soon as she reached the parking lot, the limp disappeared.
He now was faced with the task of writing a report to reflect the truth. This is part of the overall training in Employment Analysis:
No one analyst can handle more than a few companies as an analyst. The need for professionals is acute.
Those who use illicit drugs on the job often freely give this information away, via the lens of statement analysis.
Those who were fired from their job who know that their former employee dare not say a negative word under threat of suit, will, through statement analysis, tell us about the termination.
Those who intend to exploit or steal will tell us before we recommend them for an interview.
We work for companies to weed out those who intend on exploitation or theft before they are hired.
One former drug seller described for us his method of "customer service" and "delivery" of product.
Using advanced analysis, all the questions "not allowed to be asked" because of politicians, are answered by the applicant in a legally sound, nonintrusive manner. The end result?
The company hires those who want to work, and pose the least risk for theft, fraud, or complaints. The "best and brightest" are identified.
Employment Analysis is advanced analysis where the professional is paid because he or she saves the company a great deal of money, stress and time, including:
a. Lawyer fees
b. Increased insurance rates
c. Stress over protecting a business' reputation.
We allow honest applicants to assert their honesty and reach gainful employment. The companies who employ Statement Analysis are honest companies who want honest employees. Should an employee file a complaint, we will know if it is a legitimate complaint (which the honest company wants to address), or if the complaint is a fraudulent attempt to extort money.
We screen for dishonesty, violence and those with agenda.
For police departments, we show the unique way of identifying those who are most likely to use unnecessary violence on the job, giving all police throughout the nation a bad reputation.
Social Justice Warriors
Agenda employees will find or create their particular agenda preference, whether it is "social equality", "religious tolerance" or even sexual misconduct. (One employee's plan to cash in against his company attempted to use political correctness to shield his own misconduct, but "deception indicated" forced him to abandon his plans.
We have analysis of those who claimed religious discrimination who deliberately provoked trouble, just to make such a claim.
We have analysis of anonymous complaints which were intended to disrupt or threaten business of whom we have given the exact identity of.
Even those who make anonymous threats or anonymously seek to stir up trouble for good employees cannot hide behind anonymity.
We have successful Human Rights agencies complaints dropped because:
1. Our companies tell the truth.
2. Our companies document the truth.
3. Our companies testify to the truth.
They do not make payoffs to liars, thieves or exploiters.
Those who enroll in formal training increase the value of their own resume not only to the company that employs them, but should they continue in training to advanced levels where they learn Employment Analysis, they can free lance in working to protect others. The cost of an analyst as protection is better than anything an insurance company can offer.
Being trained in detecting deception brings traction to careers while strengthening skill sets and resumes, but it also provides future opportunities yet unknown.
As it has become not only "acceptable" for fraudulent "victims" to make dishonest claims against companies, the socialist judges are seeking punitive actions against successful business people. The "you didn't built that" envy has become popular and this is reflected by the myriad bizarre settlements the fraudsters have been granted.
How does one train for Employment Analysis?
First, a solid foundation in Statement Analysis must be gained. Once established, the advanced techniques teach the analyst well beyond truth and deception, including identifying priority, and personality types. When the analyst then learn Employment Analysis, he or she learns to change the expectations within analysis and can protect companies:
1. Before they hire
2. When a current employee makes a claim.
Companies which regularly use Statement Analysis find:
Better hiring equals greater productivity, and better morale. This includes hiring by personality type (something that served American businesses for decades before politicians made demands) with the "best and brightest" but less turnover and more consistent promotion from within.
Less sick coverage needed, impacting overtime.
Less unemployment and reduced unemployment costs.
Less theft and shrinkage.
Less complaints filed.
Less legal costs.
Less insurance costs.
Less stress and protection from attacks against the honest company's reputation.
For training, contact Hyatt Analysis Services
The need is not only for Human Resource professionals, but analysts working for companies in support of Human Resource professionals.
If you are a company that wishes to employ a trained analyst and wish to learn more about what an Employee Analysis report looks like, please contact us.
If we cannot help you due to work volume, we have professional analysts that we can recommend to you.
The process is simple.
You give out a short questionnaire to each potential hire and the analyst returns to you a report. It will be either one of two reports:
1. No interview is recommended.
This will show exactly why your company should not invest any time interviewing this deceptive applicant and what specific risks this applicant holds for your company should you offer him or her a job.
2. Interview Distinctives
This is where we tell you exactly what you must hear from the applicant, what questions to ask, and a personalty profile to help not only guide the interview, but for honest employees, what position best suits them, or under what type of manager or supervisor this particular employee would work best, and so on.
We give specific questions, follow up questions and elements within the answers that are mandatory for hiring. This means, in the applicant's own words, you must hear, for yourself, that this employee respects others, for example, or has human empathy, or you will see, in "No Interview Recommended ", one who sees a company as a "faceless corporation" that has "endless write offs"