Thứ Sáu, 29 tháng 7, 2016

Lying in the hiring process: What human resources needs to know

 People lie all the time during the hiring process. It’s up to Human Resources and hiring managers to catch those liars. Where are those fibs being told — and how can you prevent them?
human resoureces learn to catch those liars


Resume lies

In this intense job market, it’s no surprise that many applicants exaggerate parts of their resumes to look more enticing to potential employers.
The concept is so widespread, however, that nearly half of all applicants admit to lying on their resumes.
That’s according to a 2009 study from ADP, which found that 46% of all applicants commit some form of resume fraud.
Where are those lies being concentrated? Here are the 10 most common lies on resumes, courtesy of Marquet International:
  1. Stretching work dates
  2. Inflating past accomplishments and skills
  3. Enhancing job titles and responsibilities
  4. Exaggerating educational background
  5. Inventing periods of “self-employment” to cover up unemployment
  6. Omitting past employment
  7. Faking credentials
  8. Falsifying reasons for leaving prior employment
  9. Providing false references, and
  10. Misrepresenting a military record.

Interviewing lies

Your job would be a lot easier if you could easily spot those resume lies and nix those candidates from consideration.

But no matter how clued in you are to what applicants fib about, you’ll still inadvertently bring many of them in for interviews.

That’s when your skills at judging character come in. So who’s the best at screening potential talent? Is it someone who’s skeptical and suspicious about most applicants, or a person who’s trusting?

If you guessed that skeptical managers would do a better job, you’re not alone. You’re also wrong.

That’s according to a recent study from psychologists Nancy Carter and Mark Weber, which was recently highlighted in The Washington Post.

A large majority (85%) of participants said a skeptical interviewer would do a better job spotting dishonesty in job interviews.

But a subsequent study found that people who trust others — or who assume the best in other people — are the best at identifying liars.

How’s this so? On human resources expert explains:

… Lie-detection skills cause people to become more trusting. If you’re good at spotting lies, you need to worry less about being deceived by others, because you can often catch them in the act.

Another possibility: People who trust others become better at reading other people because they get to see a range of emotions during their interactions. That gives them more experiences to draw from to tell when someone is lying and when someone is telling the truth.

Human resources leaves employers with some advice on who they should have in the interviewer role to prevent applicants from duping you into hiring them:

Human resources expert - we need leaders who demonstrate skill in recognizing dishonesty. Instead of delegating these judgments to skeptics, it could be wiser to hand over the hiring interviews to those in your organization who tend to see the best in others. It’s the Samaritans who can smoke out the charlatans.
Of course, faith in others can go too far. It’s important to sprinkle a few ounces of skepticism into each pound of trust. Ultimately, while the best leaders don’t trust all of the people all of the time, the keenest judges of character may be the leaders who trust most of the people most of the time.

Fusing Human Resources and the Holy Scripture

By Brennan Smith

Robertson School of Government (RSG) professor Dr. Gary Roberts says his most recent book is a labor of love. His love of human resources and Scripture fused as he wrote his latest book about these topics. He has many years of experience as an HR professional, having earned a doctorate in the subject and having spent some time as a senior research analyst designing performance appraisal systems.

In 2003 when the Lord led him to Regent University to be a professor, that experience met face-to-face with a new concept, integrating faith in the workplace.

"I was learning as much as the students," said Roberts. "I would be reading about faith integration, your faith at work, Mike Zigarelli's reading and others."

That reading led Roberts to begin putting together short essays about faith integration, looking at Scripture and seeing what it has to say about a business topic.

"And so I had all of this material," said Roberts. "Sometimes it's easier to write out a book with a framework, but what I had to do was kind of piece together all of these kind of components."

"Christian Scripture and Human Resource Management: Building a Path to Servant Leadership through Faith" is one of four books Roberts has authored or co-authored. He shared some of his latest book's themes and stressed the importance of appreciating human resources Tuesday, interacting with guests in Robertson Hall.

"I spent a lot of time illustrating what servant leadership is, the character, the behavior attributes, and then the principles that define servant leadership in the HR world," said Roberts. "The book also illustrates the value of servant leadership empirically, the research that says if you're a servant leader, it has beneficial outcomes on your attitudes, behavior and performance."

Book chapters deal with hypocrisy, managing change, and specific HR topics like pay-roll recruiting and performance management.

"In those chapters I have specific examples and illustrations of how you implement the best of the secular with specific integration of Scripture and biblical examples," said Roberts.

Roberts is already working on his next book about spiritual intelligence in the workplace. It's another area he's both knowledgeable and passionate about as a professor in the RSG.


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