How to Spot a Confident Job Interview Candidate from their Handwriting? | Corporate Personnel Selection for HR and Recruiters | Graphology | Grapholistic International

You are searching for someone to fill up the job position in your company.
 
This person has to be confident in speaking up when he needs to, not only to the colleagues he will be working with in the team, but also to your clients. He has to be confident to make decisions without worrying about how he is intimidated by the presence of your clients or even his colleagues. He has to have the confidence to represent your company.
 
So now, you have to select The One out of the 15 applicants you have interviewed over the last couple of weeks. You are trying to learn their genuine character beneath the ones they portrayed to you during the interviews.
 
How to identify out of these candidates, who is the one with confidence from their handwritings? 

1. Check the Letter t-bar

​First, check the letter t-bar. Where is it placed on the t-stem? If he placed it below the middle zone, the candidate is expected to set low goals and is not confident to have a long-term vision for himself. This trait also shows the level of his self-esteem.
 
He will have doubts on his own capabilities and will feel like he does not have the desire and self-encouragement to push himself back up again when he is facing with challenges or failures.

While for the candidate with the higher placed t-bar on the upper zone, like this, he will be more confident about his talents and what he can do. Which means he will be self-assured when he is with your clients and his colleagues. ​

2. Size of Signature

​The second step is to observe the size of his signature and his main text. His main text refers to the paragraphs of the essay he has written.
 
If his signature is smaller than the main text, he is more inclined to be less confident from the one who writes with a larger signature. Not only that, he feels intimidated and inferior compared to those around him. Usually this will be obvious from the eye of the beholder. 
 
A more confident person can be seen from his larger signature which is larger than the main text of his essay, bold and optimistic signature.

3. Placement of Signature

​Then, the next trait you can check is where he placed his signature on the paper. Is it on the left or the right side of the paper?
 
If it is on the left, he will tend to avoid introducing himself to your clients, for instance at a company event. So, if this position is related to marketing, sales, PR, or similar to these, the other applicant who signs on the right side of the paper will be more inclined and comfortable to present himself to your clients without you, the employer, by his side.

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4. Pressure of Signature

Since we are looking at your candidate’s signature, let us look at the fourth point. The pressure of his signature. Is it heavy or is it light?
 
Hold that paper in between your fingers. Feel the back of the paper. If you can feel the texture of the words written through the piece, then the pressure is heavy. So, if the pressure is heavy, he is the type of person who will be confident when he makes decision. He will take that risk to decide whatever the outcome will be. 

​As for the candidate who signs in a lighter pressure, he will not be comfortable in social settings. He will tend to force himself to be there when in reality he doesn’t want to. When he feels that way, he will not feel like himself hence, this will be reflected in his behaviour, the way he speaks and his energy when he presents himself to your clients and even to his colleagues.

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So, did you manage to find any of these traits on your candidates’ handwriting? 

To get your job interview candidates’ handwriting analysed, go to www.grapholistic.com 

Written By S.Sulianah (Certified Handwriting Analyst and Personality Growth Consultant of Grapholistic International). S.Sulianah ​has been practicing human resource management in organisations for over 15 years. She has worked with companies from manufacturing, service, engineering and construction industries. 

A keen explorer and curious to understand why human behave in a certain way. ​She has been applying this science in selecting personnel. Recruiting is not merely understanding the candidates’ capabilities, it is to learn how their personality traits could be the enhancer to their talents which would then benefit the organisation.

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