"WINNING" DIAGNOSIS
A Different Graphology
Why don’t managers and those responsible for recruitment in an organization, deserve to get to know a week before their candidates are recruited, everything they will learn a week after they are recruited anyway?
Who are we?
For about 30 years WINNING ENTERPRISES has been conducting suitability and diagnostic tests for candidates for many clients in Israel and abroad.
This is a handwriting-based diagnostic method developed by us and
tested over the years,
but it is very important to emphasize:
traditional graphology has nothing to do with it.
There is widespread criticism among HR professionals regarding the level of reliability and validity of the predictions and assessments produced from existing, well-known tests – whether from well-known or traditional graphological tests,
psychometric tests, and various assessment centers.
In light of this, we invested many years in developing a diagnostic method
– THE WINNING METHOD –
which, in the opinion of our many clients, is nothing less than revolutionary
and amazing in terms of the level of accuracy and validity of the data and predictions it provides, without any dependence on language, content, etc., or the need for the candidate’s presence.
Our professional conviction places special emphasis on the candidate being first and foremost a person of excellent character.
We believe that a candidate who meets the ‘excellent character’ criterion can in many cases succeed and advance even if he or she is not necessarily the most talented in the group.
For this reason, the opinion we provide places special emphasis on the issue of values as expressed in the candidates’ relationship to accepted norms and conventions in the context of:
The degree of commitment to the role and the degree of personal and professional responsibility of the candidate to the task assigned to them
Everything that is required in the area of integrity, loyalty, and reliability
The nature of the candidate’s interpersonal relationships: the degree of their collegiality, the nature/style of their competitiveness (if it exists in them), and in contrast, the degree of their conformity, the quality of their conduct and integration into the team, the ability to accept authority and criticism, as well as the nature of the relationships with external parties (for example, suppliers, subcontractors, customers)
In addition, the following are presented in detail:
The managerial qualities, if relevant
The level of expertise and the skills required
It is very important to emphasize:
Due to the exceptional level of accuracy in the reliability and precision of the diagnostic findings, there is absolutely no need to refer the candidates to other or additional tests of any kind
The information we provide also includes an aspect of central importance in its own right – the degree to which the candidates meet the criterion of personal excellence and the extent to which there is a striving to leverage the excellence and rise above it in the very specific context of the ability:
On the one hand, to reproduce success stories, i.e. the ability to realize the personal potential optimally and consistently time after time – both in routine situations and an environment full of challenges and pressures [excellence]
On the other hand, additionally, the ability to break through the boundaries
of natural talent, and to rise and stabilize on a graph of constant improvement and breaking of personal records as a
way of life
[winningness]
