Politicians regularly pass laws that are emotionally satisfying, even though they bring damage. They "feel good" but do not "do good" for the public. They often know what audience sophistication awaits them, and tailor the message accordingly.
If knowledge is the accumulation of facts, wisdom is knowing what to do with them.
This is relevant, in context, for two departments:
If one submits a personal statement for employment, the well trained analyst will know. He or she will "know" certain things about the applicant that, perhaps, the applicant did not intend to disclose.
The interview must be legally sound lest the company be open to suits, depending upon variations in state laws.
The "anti establishment" trend has embraced strong "anti business" sentiment, further strengthened by media compliance and judicial appointments. Want to be a pariah in college? Mention something about "pulling yourself up by your bootstraps" or say something pro business and you will find the call, "we need some muscle here" by the fascist college professors who's offices were built on monies that came, in deed from businesses and those who exerted talent and initiative.
The HR professional must be well acquainted with not only state and federal nondiscriminatory laws, but trends, as well. Judges are now emboldened to circumnavigate laws, trump precedent,
"My name is Sally Sue Smith. I am 37 years old, and I love to interact with people. I am a member of green hair free organization as an active member, and love doing good for others. I am the mother of two children, and am married.
I am proficient at customer service skills, and am very punctual and reliable and am a very quick learner of new things..."
The applicant has now identified specific membership in something that may be sensitive and if she is not hired, or if she is not offered an interview, she may seek to file a complaint of sorts, in some manner, against the business specifically alleging, "discrimination" even though she was not asked, "Are you a member of...?" but had offered it, on her own, in the application process.
By offering the information, itself, it is important. By offering it so early in the statement, it speaks to priority.
If you hire someone with an agenda, sooner or later (I wager sooner) the person will find an opportunity to exercise her interest in her agenda. If she is against people with green hair, you can set your watch on someone with green hair coming into conflict with her. It was important enough for her to not only tell you this in the application process, but it is an identity she gave chronologically before her children and marriage. (note that order, too).
In the interview process, you must skillfully avoid certain questions, yet can and must listen to what is offered to you.
As the interview progresses, you discover that the applicant has an acute need for relevancy, and this organizational connection is precisely what she finds her self worth in, increasing the odds that she will eventually come in conflict with either:
a. someone with green hair
b. someone who disagrees with her stance against people with green hair.
Legally Sound Interviewing
What to do with the information you have gleaned from the statement?
You cannot have an employee preaching to customers or bullying co-workers.
The applicant included the information specifically in a job application packet, not leaving something personal to be...
If you have had an agenda-hire, you already know how difficult it can be, and if you have had a self-appointed martyr, you know it is even worse: the employee is seeking 'persecution' or 'prejudice' of some form.
Even hiding behind "PC Language" trouble makers reveal themselves early and if ignored, morale problems are the least of your concerns.
Those who come to promote their brand of "social justice" at the workplace seek opportunity to bring themselves to 'front and center' and highlight themselves above others.
This is not good for business.
Analytical Interviewing and Report Writing is legally sound, non intrusive and uses Statement Analysis to not only discern truth from deception, but to measure content, including priorities.
By using this method you may, in Human Resources, weed out those who are likely to seek to defraud your business, either through theft, or through exploitation of more sophisticated methods, but you are also able to use the personality matching to get the right person into the right position, as analysis shows reliability as well.
For training for your company or individual, go to Hyatt Analysis for more information.
We also hold monthly trainings online, and as one class is filling up, another class is forming.
There is no substitute for formal training and hard work in lie detection.