hiring ethical people chapter three visit for the latest in business news stories
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HIRING ETHICAL PEOPLE
Chapter Three
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Chapter 3
Learning Objectives
Screen job candidates for their ethics
Understand which job candidate factors are illegal to consider when hiring
Obtain accurate behavior information from resumes, reference checks, background checks, and integrity tests
Use personality test scales that measure ethics
Ask interview questions that address ethical issues
Understand when drug and polygraph tests can be administered
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Importance of an Ethics Screen
The 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 Ethics
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Step 1: ethics screen noticeStep 1: ethics screen notice
Inform potential job applicants about the organization’s ethics job screen
People who behave ethically want to be members of ethical organizations
The Six-Step Ethics Job Screen Process
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Step 2: legal ground rulesStep 2: legal ground rules
Gather 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
The Six-Step Ethics Job Screen Process
Chapter 3: Collins, Business Ethics
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The Six-Step Ethics Job Screen Process
Legal Ground Rules (cont.)
Title VII of the Civil Rights Act Prohibits businesses from discriminating among job
applicants based on the person’s race, color, religion, gender, or national origin
The Equal Employment Opportunity Commission was created in 1965 to oversee provisions of the Civil Rights Act
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The Six-Step Ethics Job Screen Process
Legal Ground Rules (cont.)
Disparate Impacts Disparate 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
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The Six-Step Ethics Job Screen Process
Legal Ground Rules (cont.)
Affirmative Action Affirmative action plans remedy past discriminatory
behaviors by actively seeking, hiring, and promoting minority group members and women to equalize opportunities previously limited to Caucasian males
Affirmative action plans remain controversial
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The Six-Step Ethics Job Screen Process
Legal Ground Rules (cont.)
Other legal Issues Age Discrimination in Employment Act of 1967,
amended in 1978 and 1986 Pregnancy Discrimination Act of 1978 Americans with Disabilities Act of 1990
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Exhibit 3.2 Job Selection Rule Checklist
Insert Exhibit 3.2
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Step 3: behavioral informationStep 3: behavioral information
Four recruiting tools provide
useful behavioral information
about a job candidate’sethics:
ResumesReference checksBackground checksIntegrity tests
Behavioral informationabout a job candidate’sethics is more reliablethan attitudinal surveyresults or responses tohypothetical dilemmas
The Six-Step Ethics Job Screen Process
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The Six-Step Ethics Job Screen Process
Behavioral Information (cont.)
Resumes The best predictor of future performance is past
performance A job candidate’s previous accomplishments are
encapsulated on a resume or job application Researchers estimate that more than one in five
resumes contain lies
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Exhibit 3.3 College Students Job Application Lies
Insert Exhibit 3.3
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The Six-Step Ethics Job Screen Process
Behavioral Information (cont.)
Reference Checks Job candidates usually list references predisposed to
sharing favorable information The previous supervisor’s perspective of the job
candidate’s strengths and weaknesses is probably the most relevant information source
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The Six-Step Ethics Job Screen Process
Behavioral Information (cont.)
Background Checks Conduct background checks to verify a job candidate’s
academic accomplishments, prior work responsibilities, and other work-related issues
Other checks could include criminal records, credit checks, and Facebook use
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The Six-Step Ethics Job Screen Process
Behavioral Information (cont.)
Integrity Tests Also referred to as honesty tests, integrity tests
typically gather information about the job candidate’s behaviors and attitudes toward unethical workplace activities, such as theft
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The Six-Step Ethics Job Screen Process
Step 4: personality traits and related characteristics
“Conscientiousness” 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 problems
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Exhibit 3.4 Personality Traits, Related Characteristics, and Ethical Behavior
Insert Exhibit 3.4
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Exhibit 3.6 Organizational Citizenship Behavior Scale
Insert Exhibit 3.6
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Step 4 (cont.)Step 4 (cont.)
Social Dominance Orientation and Bullying is the belief that an individual’s particular group membership (defined in terms of race, gender, religion, or ethnicity) is superior to membership in other groups
Researchers have found that high SDO scores are associated with racism and sexism
The Six-Step Ethics Job Screen Process
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The Six-Step Ethics Job Screen Process
Step 4 (cont.)Mental Disability Tests
Mental 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
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The Six-Step Ethics Job Screen Process
Step 5: Interview QuestionsPrevious Ethical Dilemmas
Asking 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
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The Six-Step Ethics Job Screen Process
Step 5: Interview Questions (cont.)
Visual Lie Detection Behavioral 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…
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The Six-Step Ethics Job Screen Process
Step 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 job
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The Six-Step Ethics Job Screen Process
Step 6: Post-Interview TestsDrug Testing
Drug 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
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The Six-Step Ethics Job Screen Process
Step 6 (cont.)Polygraphs
Also 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
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Exhibit 3.9 Standard Job Screening Polygraph Questions
Insert Exhibit 3.9
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