Misrepresentations an applicant might make in an interview

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Reference no: EM131729129

You are a consultant who specializes in job candidate evaluation and employee selection. A moving company is seeking your advice about the appropriate selection measures to evaluate candidates for the position of driver/mover. When people are moving from one home to another, they contact the moving company to take care of relocating their belongings. The people responsible for the move are the driver/movers. Applicants for this job must be able to drive long hours and lift and carry heavy objects for a long period of time.

Because driving a truck is an essential function of the job, applicants must not only be physically capable of driving, but must also have an impeccable driving record. Driving a truck is a dangerous safety hazard if the applicant is not a good driver. Also, the job description requires that applicants for a driver/mover position with the moving company must have the physical ability necessary to move heavy furniture safely and without damage. An applicant unable to perform this task would be a risk to the employer, as well as to the safety of co-workers, clients, or the clients' belongings.

Which one of the following techniques would you advise the moving company NOT to use to detect misrepresentations an applicant might make in an interview?

Multiple Choice

Reference checks

Personality inventories

Behavior description interview

Asking how many days of work the candidate missed last year

Situational interviews

Reference no: EM131729129

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