Reference no: EM132299475
Chapter – THINKING ETHICALLY
WHAT IS AN EMPLOYER'S ETHICAL DUTY TO CHECK FACTS?
A survey of hiring professionals found that a majority recalled seeing a lie on a candidate’s résumé. The most common lies involved exaggerating skills and responsibilities, and some were startling—for example, attendance at a nonexistent college or employment in three cities during the same time period.
Why would job seekers take a chance that they won’t be caught? One reason might be they see or imagine that employers won’t take the information seriously. Survey results indicate that more than two-thirds of those reviewing a résumé devote less than five minutes to the task—and many of them spend less than two minutes. Also, employers aren’t necessarily giving out accurate information themselves if they paint overly rosy pictures during interviews and on their websites or fail to keep job descriptions up-to-date. Candidates may conclude that the selection process is one of manipulation, not honesty.
Besides doing their part to make the selection process honest and clear, employers can protect themselves against misrepresentations by job seekers. These efforts generally involve some kind of background check. Methods include contacting current and former employers to verify employment; this is where most discrepancies with résumés are caught. Other checks may look at a candidate’s credit history, criminal record, and history of residences, as long as these methods are legal and relevant.
Companies might rely on interviews to catch lies. This requires a high level of skill; the average person barely does better than guessing at random when it comes to detecting a lie. For example, many people assume that lack of eye contact is a sign of lying, but the evidence doesn’t support that assumption. A more effective approach is to ask neutral questions and listen carefully for details and inconsistencies. Ideally, the candidate offers details that can be verified later through objective methods.
Questions
1. Who is affected by an employer’s decision to skip background checks? Discuss whether such a decision achieves the greatest good for the greatest number of individuals.
2. How can employers meet the standards of being fair and equitable when they conduct background checks?