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HIRING ETHICAL PEOPLEChapter ThreeVisit http://wileymanagementupdates.com/ for the latest in business news stories.

Chapter 3Learning ObjectivesScreen job candidates for their ethicsUnderstand which job candidate factors are illegal to consider when hiringObtain accurate behavior information from resumes, reference checks, background checks, and integrity testsUse personality test scales that measure ethicsAsk interview questions that address ethical issuesUnderstand when drug and polygraph tests can be administered

Chapter 3: Collins, Business Ethics


Importance of an Ethics ScreenThe most important factor for developing and reinforcing a high-integrity work culture is hiring ethical job applicants

The typical hiring process consists of reviewing resumes and job application forms for knowledge, skills and abilities necessary to perform the job task

Ethics is often assumed or overlooked


Chapter 3: Collins, Business EthicsMaximizing ethical work behaviors begins with the hiring process

One bad hire can make the daily life of many employees miserable*

Step 1: ethics screen noticeInform potential job applicants about the organizations ethics job screen

People who behave ethically want to be members of ethical organizations

The Six-Step Ethics Job Screen ProcessChapter 3: Collins, Business Ethics

Chapter 3: Collins, Business EthicsPeople who behave unethically are not likely to apply for jobs with organizations that advertise the strength of their ethics job-screening process

Some job applicants may be concerned that the ethics screen is an invasion of privacy*

Step 2: legal ground rulesGather and use information in a way that does not discriminate against job candidates based on their race, color, religion, gender, national origin, age, or disability

Employers signal good ethics to job candidates by respecting the law when recruiting and selecting employees


Chapter 3: Collins, Business EthicsMany federal and state laws now govern the types of information an employer can gather on job candidates and the reasons an employer can invoke for selecting one ob candidate over another*

The Six-Step Ethics Job Screen ProcessLegal Ground Rules (cont.)

Title VII of the Civil Rights ActProhibits businesses from discriminating among job applicants based on the persons race, color, religion, gender, or national originThe Equal Employment Opportunity Commission was created in 1965 to oversee provisions of the Civil Rights Act


Chapter 3: Collins, Business EthicsThree major exceptions to Title VII:If an organization employs fewer than 15 people-small businesses are exempted from many regulations so as not to overwhelm them with regulatory compliance burdens

If an organization serves a religious purpose

If it is a bona fide occupational qualification

*


Disparate ImpactsDisparate impacts occur when members of a protected class rarely make it through all the job screening filters, suggesting that one of the decision rules could be unintentionally discriminatory


Chapter 3: Collins, Business EthicsAn organizations gender, racial, and ethnic employee profile should reflect the gender, racial, and ethnic profile of people living in the geographical region qualified to perform the job task

Some personality tests and background checks may also result in disparate impacts*


Affirmative ActionAffirmative action plans remedy past discriminatory behaviors by actively seeking, hiring, and promoting minority group members and women to equalize opportunities previously limited to Caucasian malesAffirmative action plans remain controversial


Chapter 3: Collins, Business EthicsThe EEOC requires federal contractors and subcontractors to have an affirmative action plan that demonstrates commitment to the governments goal of equal employment opportunities*


Other legal IssuesAge Discrimination in Employment Act of 1967, amended in 1978 and 1986Pregnancy Discrimination Act of 1978Americans with Disabilities Act of 1990



Exhibit 3.2 Job Selection Rule ChecklistInsert Exhibit 3.2Chapter 3: Collins, Business Ethics


Step 3: behavioral informationFour recruiting tools provideuseful behavioral informationabout a job candidatesethics:

ResumesReference checksBackground checksIntegrity tests

Behavioral informationabout a job candidatesethics is more reliablethan attitudinal surveyresults or responses tohypothetical dilemmasThe Six-Step Ethics Job Screen ProcessChapter 3: Collins, Business Ethics


The Six-Step Ethics Job Screen ProcessBehavioral Information (cont.)

Resumes The best predictor of future performance is past performanceA job candidates previous accomplishments are encapsulated on a resume or job applicationResearchers estimate that more than one in five resumes contain lies


Chapter 3: Collins, Business Ethics20% of the students who submitted resumes to the Rutgers University Career Services inflated their grade point averages*

Exhibit 3.3 College Students Job Application LiesInsert Exhibit 3.3Chapter 3: Collins, Business Ethics

Chapter 3: Collins, Business EthicsFalse information or inconsistencies on resumes and job applications suggest a lack of ethics and trustworthiness*


Reference ChecksJob candidates usually list references predisposed to sharing favorable informationThe previous supervisors perspective of the job candidates strengths and weaknesses is probably the most relevant information source


Chapter 3: Collins, Business EthicsFor management positions, request the names of previous subordinates as references

If a former employer or supervisor will only confirm dates of employment, then quickly ask, Would you hire this person again?*


Background ChecksConduct background checks to verify a job candidates academic accomplishments, prior work responsibilities, and other work-related issues Other checks could include criminal records, credit checks, and Facebook use


Chapter 3: Collins, Business EthicsApproximately half of human resource managers surveyed perform due diligence by inserting a job candidates name in an internet search engine*


Integrity TestsAlso referred to as honesty tests, integrity tests typically gather information about the job candidates behaviors and attitudes toward unethical workplace activities, such as theft


Chapter 3: Collins, Business EthicsRecent research has found that individuals with low integrity test scores at the time of employment, compared to those with higher scores, are more likely to later engage in theft, have high absenteeism, break rules, cheat, and become disciplinary problems*

The Six-Step Ethics Job Screen ProcessStep 4: personality traits and related characteristicsConscientiousness measures responsibility, dependability, and work ethic. Is the best predictor of ethics and job performance.

Organizational Citizenship Behavior: work-related helping behaviors that go beyond normal job requirements, such as aiding others with job-related problemsChapter 3: Collins, Business Ethics


Exhibit 3.4 Personality Traits, Related Characteristics, and Ethical BehaviorInsert Exhibit 3.4Chapter 3: Collins, Business Ethics


Exhibit 3.6 Organizational Citizenship Behavior ScaleInsert Exhibit 3.6Chapter 3: Collins, Business Ethics


Step 4 (cont.)Social Dominance Orientation and Bullying is the belief that an individuals particular group membership (defined in terms of race, gender, religion, or ethnicity) is superior to membership in other groupsResearchers have found that high SDO scores are associated with racism and sexism



The Six-Step Ethics Job Screen ProcessStep 4 (cont.)Mental Disability TestsMental health and other medical tests for job candidates can be administered after a bona fide job offer has been made

Tests such as the MMPI are not a valid way to determine the ethics of job candidates


Chapter 3: Collins, Business EthicsMental and physical disabilities have protected class status under the Americans with Disabilities Act*

The Six-Step Ethics Job Screen ProcessStep 5: Interview QuestionsPrevious Ethical DilemmasAsking job candidates to describe how they managed an ethical dilemma at a previous employer can be very useful

Human beings are creatures of habit, and the job candidate will bring these response patterns to work


Chapter 3: Collins, Business EthicsSensitize job candidates to real-life ethical dilemmas current employees have experienced and ask how they would respond

Ethics questions about previous work experiences must be job related*

The Six-Step Ethics Job Screen ProcessStep 5: Interview Questions (cont.)

Visual Lie DetectionBehavioral responses assumed to be cures for detecting a lie include the following:Bodily Tendencies: less eye contact, increased blinking, pupil dilation, fidgeting, shaking knee, tapping fingers

Verbal Tendencies: Hesitancy in responding, frequent speech disturbances, sighs, higher pitch, longer response before answering


Chapter 3: Collins, Business EthicsThere is some truth that these bodily and verbal tendencies, or a combination of them may suggest lying, but not enough truth to generalize to the specific person being interviewed. Sometimes honest individuals exhibit the assumed tendencies of liars *

The Six-Step Ethics Job Screen ProcessStep 5 (cont.)

Present finalists with a realistic job preview, an honest description of daily work activities that highlights both the exciting and tedious aspects of the jobChapter 3: Collins, Business Ethics

Chapter 3: Collins, Business EthicsResearchers have found that an honest and balanced presentation of the actual job experience does not reduce acceptance rates*

The Six-Step Ethics Job Screen ProcessStep 6: Post-Interview TestsDrug TestingDrug use can be determined by an analysis of blood, urine, hair, or saliva. Marijuana, the most commonly tested for drug, can be detected in the blood system for 2 days, in urine from 2-14 days, and in hair follicles for up to 90 days


Chapter 3: Collins, Business EthicsUrinalysis is the most often used method for preemployment drug testing. It is also the most personally invasive

Hair testing is less invasive than urinalysis and has greater validity. However, it takes longer to obtain laboratory results from hair tests

Analyzing saliva is noninvasive, easy to collect, and results can be obtained in a few minutes. But saliva is useful only for determining drug use during the previous two days*

The Six-Step Ethics Job Screen ProcessStep 6 (cont.)PolygraphsAlso known as lie detectors, can be used as a job screen by federal, state, and local government agencies, as well as businesses, engaged in national security issues


Chapter 3: Collins, Business EthicsThe scientific community concluded that polygraphs detected anxieties, not lies. The court system agreed with them and ruled that polygraph results could not be presented in a court of law*

Exhibit 3.9 Standard Job Screening Polygraph QuestionsInsert Exhibit 3.9Chapter 3: Collins, Business Ethics


Maximizing ethical work behaviors begins with the hiring process

One bad hire can make the daily life of many employees miserable*People who behave unethically are not likely to apply for jobs with organizations that advertise the strength of their ethics job-screening process

Some job applicants may be concerned that the ethics screen is an invasion of privacy*Many federal and state laws now govern the types of information an employer can gather on job candidates and the reasons an employer can invoke for selecting one ob candidate over another*Three major exceptions to Title VII:If an organization employs fewer than 15 people-small businesses are exempted from many regulations so as not to overwhelm them with regulatory compliance burdens

If an organization serves a religious purpose

If it is a bona fide occupational qualification

*An organizations gender, racial, and ethnic employee profile should reflect the gender, racial, and ethnic profile of people living in the geographical region qualified to perform the job task

Some personality tests and background checks may also result in disparate impacts*The EEOC requires federal contractors and subcontractors to have an affirmative action plan that demonstrates commitment to the governments goal of equal employment opportunities*20% of the students who submitted resumes to the Rutgers University Career Services inflated their grade point averages*False information or inconsistencies on resumes and job applications suggest a lack of ethics and trustworthiness*For management positions, request the names of previous subordinates as references

If a former employer or supervisor will only confirm dates of employment, then quickly ask, Would you hire this person again?*Approximately half of human resource managers surveyed perform due diligence by inserting a job candidates name in an internet search engine*Recent research has found that individuals with low integrity test scores at the time of employment, compared to those with higher scores, are more likely to later engage in theft, have high absenteeism, break rules, cheat, and become disciplinary problems*Mental and physical disabilities have protected class status under the Americans with Disabilities Act*Sensitize job candidates to real-life ethical dilemmas current employees have experienced and ask how they would respond

Ethics questions about previous work experiences must be job related*There is some truth that these bodily and verbal tendencies, or a combination of them may suggest lying, but not enough truth to generalize to the specific person being interviewed. Sometimes honest individuals exhibit the assumed tendencies of liars *Researchers have found that an honest and balanced presentation of the actual job experience does not reduce acceptance rates*Urinalysis is the most often used method for preemployment drug testing. It is also the most personally invasive

Hair testing is less invasive than urinalysis and has greater validity. However, it takes longer to obtain laboratory results from hair tests

Analyzing saliva is noninvasive, easy to collect, and results can be obtained in a few minutes. But saliva is useful only for determining drug use during the previous two days*The scientific community concluded that polygraphs detected anxieties, not lies. The court system agreed with them and ruled that polygraph results could not be presented in a court of law*

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