DNA Article - Jobs available, Qualified Candidates not - How to use graphology to deal with this.

Scanning through today's DNA, Whatever ounce of sleep I had in my body, went out the window because of the shock. The article says that there are Jobs available in the market but not Qualified Candidates. Here is the attached link - http://epaper.dnaindia.com/story.aspx?id=18446&boxid=26696940&ed_date=2012-05-30&ed_code=820009&ed_page=1


Here is a summary of the article, for those who don't want to read and are as lazy as me :P

• Companies must also try and retain key talent, for replacements are hard to find.
• A whopping 48% of employers in the country are experiencing difficulty in filling positions in their firms, a survey by ManpowerGroup has found.
• Particularly difficult to fill are the ranks of IT staff, engineers, sales and marketing people.
• “Access to talent is the key competitive differentiator and leaving key positions unfilled due to talent shortage will be a problem in the years to come,” says Sanjay Pandit, managing director, ManpowerGroup India.
• Undesirable geographical locations and the candidates’ quest for higher pay only make things more difficult for companies.
• Such shortage of talent leads to firms investing heavily in training new recruits, to make them productive.
• According to estimates by education services firm Aspire Human Capital Management, less than 25% of the country’s youth are employable, and get jobs compatible with their qualifications.
• The solution - Focus more on retention in jobs where recruitment is difficult, increase salaries, partner with educational institutions to create curriculums aligned to talent requirements.

Lets look at the bright side - Also, lets see how graphology can help.

• Indian Population is 1.22 billion. As per http://www.indiaonlinepages.com/population/india-current-population.html  50% of the population is 0 to 25 years, Assuming we start working after graduation, Is the article saying that 25% of that doesn't fulfill our corporate needs.
• Yes, Retaining is difficult, With the use of graphology, You can understand the very motivating factor of employee and this helps retain the employee 
• To think about it training is more difficult than retaining. Graphology helps understand and check if the person is trainable at the time of hiring and can save company huge losses.

Feel free to send Feedback or further discuss the article 

ET - 9th Nov 11 - Article by Ram Charan

Have you read today's ET? There is a 2 minute citing by Ram Charan. He is a highly sought after business advisor and speaker famous among senior executives for his uncanny ability to solve their toughest business problems. For more than thirty-five years, Dr. Charan has worked behind the scenes with top executives at some of the world's most successful companies, including GE, Verizon, Novartis, Dupont, Thomson Corporation, Honeywell, KLM, Bank of America, and MeadWestvaco. He has shared his insights with many others through teaching and writing. 

Here is the link to the article Ram Charan's The talent Masters
It drives the point to have the best talent possible beautifully. The start of the article "If businesses managed their money as carelessly as they manage their people, most would be bankrupt" hits the point across. Think about it, The ability to spend money on hiring talent is definitely well spent as compared to spending money on rectifying mistakes and losses. 

A handwriting and signature analysis of the candidate is the simplest and safest way of accurately judging him/her without the candidate even being aware of it. Businesses ranging from independently owned small businesses to Fortune 500 companies have found Handwriting Analysis more helpful and beneficial than psychological personality tests in both team building and decision making. Every hiring mistake can cost the company thousands while contributing to poor moral and negative feelings among employees. We can analyse loyalty, ambition, logic, concentration level, interpersonal skills and more. 

Hence Graphological analysis becomes an excellent method to prescreen prospective employees at a fraction of the cost of personal interviews or other methods of psychological evaluation.

It is not the furniture, the location, the interiors or the revenue that will ensure success but the People you hire. Ensure you hire the best.

Sales team caused unnecessary stess

I was recently chatting with the talent acquisition partner of a premier bank. It was a mini analysis that his wife had gifted him. It was going well. It showed that he took unnecessary stress which was causing him sleep problems. Stress is anyways mostly unnecessary and was more so in his case, I told him so. He snapped back saying that "It isn't unnecessary, we are facing high attrition at sales" It was too quick for me to respond. "Good people are going, and the ones that should leave are still here" I looked at his handwriting again, he sure did have a pessimistic and narrow approach to life. "Anyone else leaving doesn't cause nightmares as the sales or business development fellow because if he is good, then he will take the good HNI clients with him. We have increased our engagement activities and its too soon to tell but the boss is losing patience. How can I not get stressed?"

I asked him if he would want to drink water. After a quick gulp, he asked me again "The sales guys are just so temperamental and united... Head jaayega toh team bhi le jaayega." I told him that I understood and I have a solution if only he allowed me to talk. "It is unnecessary stress and can be taken care of. Graphology can help hire candidates who are good at sales and can also tell you if they will stay in your company or not."

He cut me mid statement saying - crystal ball may, but how will graphology?


Handwriting or signature analysis of the candidate can judge the candidates

• temperamental nature or impulsiveness
• ambition and greed
• ability to sell and communicate.

Graphology is the simplest and safest way of accurately judging him/her without the candidate even being aware of it. 


If you find a guy who is low on the first, moderate on second and high on the third trait, hire him and try to keep him happy instead of someone who is so impulsive and carefree that might change jobs even for a measly hike.


Every hiring mistake can cost the company thousands while contributing to poor moral and negative feelings among employees. (There are so many other benefits that graphology can give you while hiring, but i believe that this blog is not the right place, please feel free to mail me at sunayna.navani@gmail.com to know more.)


He didn't say anything. 


Its worth giving a shot I said.


Boss will not agree to such things. I replied, "More than 90% European companies hire through graphology. Few companies in India are getting wise enough to use it and benefit from it. He smiled - I continued, There is a way out but most people wait for others to try, What they unfortunately don't realize is that they are losing money, goodwill, peace in organization.


His stress is unnecessary, he didn't agree to the solution. Wonder what is it that stops people from giving it a try.