reliability and validity

Stretching the Truth like Silly Putty

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PhawKStudio/Shutterstock

During recruitment interviews, HR professionals would love to give potential future employees a 100% rating, but not for the reasons one would think of.

A research study from the University of Guelph has identified that 100% of employment candidates lie, stretch the truth, or exaggerate during the employment interview process. These results should have all HR professionals asking questions like:

  • What conclusions can be drawn from this?
  • Does this mean all potential employees are liars?
  • Is a certain amount of lying acceptable?
  • Is this a systemic issue with HR’s recruitment methods?

What should be done to address this pervasive lying from potential employees? The research does not provide many answers. The study, however, does suggest that the level of competition may play a factor in the tendency for the candidate to lie, but not in the way one would think.

The research shows that if there is a fewer number of candidates competing for a job position, the tendency to lie during an interview will increase. For more details, click here to read the CBC article.

Perhaps the only way to overcome this is with direct confrontation, where recruiters can leave a copy of this research for the candidates to read at the start of an interview, and at the end of the interview, ask the candidate, “Was there at any time during this interview that you lied, stretched the truth, or exaggerated?” If the candidate answers “no,” since 100% of employment candidates lie, now you will know the “truth”!

Discussion Questions:

  1. Research how to make employment interviews more reliable and valid. Make a list of potential ideas for improvement that you find the most beneficial.
  2. Imagine you are a recruitment consultant who is making a pitch to a potential client about why your recruitment methods are better than your competitors’. Complete a 5-minute presentation to outline your methods.

Recruitment vs. Reality

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Wooden sign- Happily Ever After
Source: melis/Shutterstock

As a student in the Human Resources field, you have probably heard the analogy that the recruitment process is very similar to the rituals of courtship.  There is the initial interest; then the attraction; then the getting to know each other through some dating; and then, if all goes well, a long term commitment is formed by partners for life.

Recruitment follows a similar pattern.  There is the initial interest and attraction to a position with a particular company; then there are at least a few interviews to get to know what the mutual expectations are; and then, if all goes well, a long-term commitment is formed by the contract of employment between two partners.

In both processes, we may see or hear some things that we do not particularly like, but in the haze of mutual courtship, we may choose to ignore these things or hope that they might be minor details that will not get in the way of long-term commitment and mutual success.

Then, reality sets in.

In most cases, partnerships work through the annoyances together.  If, however, the things that we chose to ignore during the courtship and/or recruitment process become glaringly evident and turn into unsurmountable obstacles, the relationship will come to an unfortunate end.

As HR professionals, we can avoid the inevitable break-up of the employment relationship by ensuring that the recruitment process is focused on reality for both parties, before any commitments are made.

Anna-Lucia Mackay outlines the need for multi-step recruitment processes that are focused on facts and reality-checking.

Click Here to Read the Article.

The author provides us with a detailed end-to-end approach for successful recruitment, to help HR professionals and candidates ensure mutual compatibility before contracts are signed and the path to the future is set for everyone.

Discussion Questions:

  1. Identify three key indicators that behavioural interviews provide to the employer in a recruitment process.
  2. What types of questions should be asked of a candidate’s references to ensure fact-checking?
  3. How will you know you are getting the answers you need from a candidate’s references?
  4. What are three potential warning signs during a recruitment process that the HR professional should not ignore?

The Scrapper or the Silver Spoon?

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As Human Resources professionals, we are taught (and we teach others) to make sure that everything we do is in compliance with rules and regulations.  This is especially true in the areas of Recruitment and Selection.  We work hard at making sure that there are no appearances of bias in potential candidate considerations.  We apply the consistency lens throughout our human resources processes with vigorous tenacity so that we can proceed with confidence in making the best hiring decisions.

Sometimes, however, these approaches cloud the lens and we miss seeing who the best candidate really is.

Regina Hartley, a director of human resources with UPS Information Systems, provides a refreshing approach to seeking, looking at and finding the best candidate in her recent TED talk.

Click here to watch the TED talk

Ms. Hartley definitely provides inspiration to the rest of us – both as Human Resources Professionals and as potential candidates looking for future success in our own careers.

We all have elements of the ‘scrapper’ somewhere in our employment histories.  By looking for and celebrating the success of the scrapper, we open the doors to a host of dynamic and talented individuals who might be missed along the way.

Cheers to the scrappers!

Discussion Questions:

  1. If you had to make a decision to interview the ‘scrapper’ or the ‘silver spoon’ candidate, which one would you pick? Why?
  2. Identify one element from this video clip that you disagree with and explain why.
  3. Which candidate profile do you think others see you as? Are you perceived as a scrapper or silver spoon?
  4. Ms. Hartley refers to ‘Post Traumatic Growth’. What is this and how does it have a positive impact on an individual’s career success?

 

The HR Backpedal

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Rescinding a Job Offer

No one in any profession likes to backpedal; let alone in the field of Human Resources.

Rescinding a job offer is like leaving someone waiting at the altar. I’m not speaking from personal experience here, but I have witnessed a wedding that never happened!

We, in HR, always want to move forward. We try to ensure our recruiting processes is tuned to perfection, so there would never be a situation of wanting or needing to rescind an offer of employment. Unfortunately, despite best efforts, it does happen!

Rescinding an offer of employment can range from a little embarrassing to downright illegal and place the company in Human Rights liability. Can a HR practitioner protect their professional integrity when rescinding a offer of employment?

Click here to read the article.

Discussion Questions:

  1. What is the best way to make a conditional offer of employment?
  2. Should all offers of employment be conditional?
  3. Will you lose potential employees if you start by offering a conditional offer of employment?
  4. When is it legally acceptable to withdraw an offer of employment?