How the College Admissions Scandal Impacts How You Hire New Employees

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How the College Admissions Scandal Impacts How You Hire New Employees

The recent college admissions scandal brings to mind something many of us don’t want to think about — the fact that many successful people use their money, status, and influence for less-than-noble means. On the surface, you’d never know it, either, until it all blows up like it has recently.

The harsh reality is that some very successful people cheat and do unethical things to achieve their success. That’s not the type of person you want working at your organization. It’s difficult to judge this behavior from a resume, or even an interview, since these dark qualities don’t always come to light.

A pre-employment assessment  that measures attitude and integrity traits gets to the deeper-level personality traits to help uncover dishonesty in ways that other parts of the hiring process can’t.

Measuring Integrity

For a long time, integrity was one of those intangible qualities — you had to trust your gut about whether someone had it or not. Detailed interview questions or reference checks might address some of it, but you were mostly stuck relying on your gut instinct and hoping for the best.

Emotional intelligence testing measures characteristics like dishonesty, blame, criticism, and negative attitudes. Through a series of questions, our pre-employment assessment can determine someone’s level of each trait, allowing you to deduce their level of integrity from their scores.

The questions are designed in a way that not even the most sophisticated cheater can game the system. You’ll receive a comprehensive report listing all of the candidate’s scores and how they compare to the averages in those areas.

You can circulate the report among your hiring committee, or use it as the basis for a follow-up conversation with the candidate if needed.

One Piece of the Puzzle

People who lie or cheat to get ahead are usually pretty convincing when they do it. They’ve had lots of practice using these skills to achieve success when they lack actual skills and qualifications.

Let’s say you have a good vibe coming out of an interview, but see a few questionable things when the assessment results come back. How can you reconcile the difference between the two?

Checking references is a good way to get a third perspective that can hopefully help settle any disparities you find. Don’t be afraid to ask detailed questions and follow up if the reference tries to give a noncommittal answer.

We recommend doing reference checks after you receive the emotional intelligence testing results. That way, you can ask the references about some of the results and compare what the references say to what the test results showed.

The More Things Change …

If someone has achieved career success through dishonest means, they are likely to continue behaving that way for better or worse.

Much like the FBI’s investigation into college admission is not going to completely eliminate the “pay for play” practices, a bad interview or unsuccessful hire is unlikely to deter someone who is accustomed to getting what they want by any means necessary.

Given that people are unlikely to change, the best you can do is try to make a hiring decision with the most complete information possible. A pre-employment assessment is a perfect way to gain the fuller picture you need to identify red flags like dishonesty and unethical behavior.

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