In the Winter edition of the Hong Kong HR Magazine, there was an article that discussed research relating to lies that job applicants make when applying for jobs. Most of the lies appeared in the candidate’s CVs with many candidates inflating their experience and educational qualifications among other things. The application of Scientific Human Resource Processes can help to reduce the hiring mistake of offering a job to a candidate who has provided fake information in their CV.
Many top organisations today use the services of firms who run background checks on applicants to help ensure they do indeed have the educational and experiential backgrounds they claim to have. What else can be done to attack this problem head on?
Psychometric Tests are useful. For example if a candidate claims to have a strong aptitude for an aspect of the job that is not supported by their aptitude test results, this raises serious doubts and should lead to further questioning of the applicant. Personality Assessment results give an indication of whether the applicant has the profile that would fit and work within the employing company. Again, if there is a mismatch between this and the role profile more questions are raised. Furthermore, modern personality questionnaires include scales that assess the extent to which the candidate is responding openly and honestly and may set off alarms with certain applicants.
Behavior-based interviewing (BBI) is an area that can also assist as part of a scientific HR process to ensure validity of the CV. With BBI, the interviewer will ask applicants questions about their previous experiences and probe for the evidence they need to support the candidate’s application. Well trained interviewers are usually able to tell when candidates are lying or inflating their experiences and expertise.
It has been well known for years that CVs are unreliable and lack validity in predicting job performance. It is far wiser to consider your job competencies first and then design a rigid selection process which includes psychometric tests and behavior-based interviews as well as perhaps assessment centre exercises and work samples for some jobs. Using these more reliable and valid tools will improve the validity of any company’s selection process and therefore the overall productivity of the firm.
PsyAsia International offers world-class training in Behaviour Based Interviewing and Psychometric Assessment as per below. For details on any of these courses, please go to http://dates.psyasia.com and select the course from the drop down list. To register, simply visit http://www.psyasia.com/register.
Behavior-based Interviewing Course
Singapore: 15 March 2011
Hong Kong: 24 May 2011
Psychometric Assessment at Work Course
British Psychological Society Level A and B Certification
Singapore: 16-18 and 21-23 March 2011
Hong Kong: 2-4 & and 8-10 August 2011
Online Psychometric Test Administration Course
British Psychological Society Test Admin Certification
Available to anybody anywhere (conducted live in English)
15-17 February 2011
Psychometric Test Administration Course
British Psychological Society Test Admin Certification
Singapore: 16 March 2011
Hong Kong: 2 August 2011
Saville Consulting Wave Accreditation Course
Singapore: 24 March 2011 for those with existing personality test accreditation or 24-25 March 2011 for those without.
Hong Kong: 30 May or 11 August for those with existing personality test accreditation or 30-31 May or 11-12 August for those without.
Identity Personality Test Accreditation Course
Singapore: 22-23 March 2011
Hong Kong: 9-10 August 2011
