“Exercising Strategy: Never Having to Say ‘You Never Know”
Case Study 1
“Exercising Strategy: Never Having to Say ‘You Never Know”
Case Summary
A highly educated executive was hired on the spot without background checks. Later it was discovered he had served time in prison for attempted murder. Statistics from a company specializing in background checks shows that in 2000, 39% of the 70 background checks they performed would preclude employment offers. But due to labor shortages companies hire without backgrounds checks. Another company hastily hired a CEO without backgrounds and once his true identity was discovered he was fired. However, the venture-capital deal fell through and when the technology sector took a nose dive they laid off one third of its force.
1. People applying for jobs are always motivated to display themselves in the best light and as a result this can sometimes lead to inaccurate portrayals of abilities, skills, experiences, and personality. Based upon what you have read in this chapter how should you approach a job applicant’s written application and resume if your goal is to make sure that they accurately reflect the person 's past experiences and accomplishments?
The approach to verify accuracy in the resume and the application begins with the standard selection process. Performing a prescreening phone interview, human resources would fact find and clearing up any questions on the resume. With candidate’s consent a background and reference check can be attained. The type of position would determine the testing that is used as well as the effectiveness of the selection standard; reliability, validity, generalizability, utility, and legality. There are several tests used for each position; physical ability, cognitive ability, personality inventories, drug testing, and work samples. These criterions are scored and each candidate’s situational interview would involve several trained interviewers. This standardized selection process allows for a better chance to bring in the
“Exercising Strategy: Never Having to Say ‘You Never Know”
Case Summary
A highly educated executive was hired on the spot without background checks. Later it was discovered he had served time in prison for attempted murder. Statistics from a company specializing in background checks shows that in 2000, 39% of the 70 background checks they performed would preclude employment offers. But due to labor shortages companies hire without backgrounds checks. Another company hastily hired a CEO without backgrounds and once his true identity was discovered he was fired. However, the venture-capital deal fell through and when the technology sector took a nose dive they laid off one third of its force.
1. People applying for jobs are always motivated to display themselves in the best light and as a result this can sometimes lead to inaccurate portrayals of abilities, skills, experiences, and personality. Based upon what you have read in this chapter how should you approach a job applicant’s written application and resume if your goal is to make sure that they accurately reflect the person 's past experiences and accomplishments?
The approach to verify accuracy in the resume and the application begins with the standard selection process. Performing a prescreening phone interview, human resources would fact find and clearing up any questions on the resume. With candidate’s consent a background and reference check can be attained. The type of position would determine the testing that is used as well as the effectiveness of the selection standard; reliability, validity, generalizability, utility, and legality. There are several tests used for each position; physical ability, cognitive ability, personality inventories, drug testing, and work samples. These criterions are scored and each candidate’s situational interview would involve several trained interviewers. This standardized selection process allows for a better chance to bring in the
References: Campion, M. A., Palmer, D. A., Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50, 655–702 DeRosa, D. (2014) Discussion Forum 3: Denise DeRosa, TESC, April 15, 2014 Grasz, J. (2009). "Forty-five percent of employers use social networking sites to research job candidates, CareerBuilder survey finds: Career expert provides dos and don’ts for job seekers on social networking". Honer, J., Wright, C. W., & Sablynski, C. J. (2007). "Puzzle interviews: What are they and what do the measure? Applied H.R.M. Research, 11, 79–96" Latham, G. P., Saari, L. M., Pursell, E. D., & Campion, M. A. (1980). The situational interview. Journal of Applied Psychology, 65, 422–427 Levashina, J. & Campion, M.A. (2007). Measuring faking in the employment interview: Development and validation of an Interview Faking Behavior Scale. Journal of Applied Psychology, 92, 1638–1656.