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Significance of employment interview
Effectiveness of lie detection
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Recommended: Significance of employment interview
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243). …show more content…
IM is a “desire to create particular impressions in others’ minds” (Leary and Kowalski, 1990, p. 35). IM theories suggest that interviewers may not be able to detect IM tactics (Liden and Mitchell, 1988; Wortman and Linsenmeier, 1977; Erdogan and Linden, 2006). Theories on deception, such as interpersonal deception theory (IDT), suggest that deception detection is a complicated task and requires cognitive resources that are already being utilized conducting the interpersonal interactions within the interview (Buller and Burgoon, 1996).
Empirical research on deception has shown that people can compellingly fake feelings, personalities, and attitudes (DePaulo, 1992) but perceivers typically are not capable of recognizing the deception (Barrick and Mount, 1996; McFarland and Ryan, 2000; Furnahm, 1986; Sackett and Wanek, 1996; Torisand DePaulo, 1984). In fact it is well documented through years of deception detection experiments, that people are barely better than chance at identifying truth from lies. One meta-analysis (Bond and DePaulo, 2006) found that average accuracy in deception detection experiments was only 4% better than
22). People mindlessly respond to avoid their true emotions. Truthfully, I was not fine, but exploding inside with nervousness. However, I didn’t attempt to burden anyone with my lack of confidence, so I told this untruth. Even though white lies may be harmless, they can lead to other deceptive lies labeled by the authors as gray, red, blue and colorless lies. Why do we tell lies? Interestingly, according to the (Banaji and Greenwald, 2013), “evolutionary biologists have proposed that Homo sapiens is indeed hard-wired to tell lies,” (page 25). Furthermore, we want to appear favorable to our friends and family and this may pressure us to justify our lies. According to (Banaji and Greenwald, 2013) it is referred to as “impression management,” by social psychologists (p.27). Thus, lies allow others to see us as we want to be seen, such as I wanted the group to see me as a confident person who could handle obstacles and superbly interact with
“A good liar uses the truth.” This is a technique used by notorious imposters Frederic Bourdin, and Frank Abagnale. Although Bourdin posed as a child for a second chance at adolescence, Abagnale posed as an adult to gain financial means and respect. Bourdin and Abagnale’s success in deception can be primarily attributed to their careful observation of their surroundings, as well as their ability to detect the emotions of those around them.
Richard Gunderman asks the question, "Isn 't there something inherently wrong with lying, and “in his article” Is Lying Bad for Us?" Similarly, Stephanie Ericsson states, "Sure I lie, but it doesn 't hurt anything. Or does it?" in her essay, "The Ways We Lie.” Both Gunderman and Ericsson hold strong opinions in regards to lying and they appeal to their audience by incorporating personal experiences as well as references to answer the questions that so many long to confirm.
As John Ruskin once said, “The essence of lying is in deception, not in words.” This essence is debated in “The Ways We Lie”, written by Stephanie Ericsson, and “Doubts about Doublespeak”, written by William Lutz. In “The Ways We Lie”, Ericsson talks about the different ways people lie on a day to day basis. By comparison, in “Doubts about Doublespeak”, Lutz discusses the different forms of doublespeak that many individuals frequently use. Lutz considers doublespeak as a language that distorts the meaning of words in order to deceive another person, and only “pretends to communicate” (83). Although both authors agree that lying is about the use of deceptive language, Ericsson describes this use of language as occasionally being necessary,
One of the last types of ways investigators are coached to detect deception is in the behavioral attitudes of a person being interviewed such as being unconcerned or over anxious (Kassin, 2005). The success rate of looking for these cues are very successful in telling if an individual is being deceitful and has surpassed any laboratory tests conducted on the subject. The laboratory test however did reveal some interesting facts. The research showed that people who had training and experience did not score better than the control group who received no training. In fact all individuals scored at the chance level with the people who had training scored just above chance or at the chance level. To check if special training in the detection of deception was more accurate a study ...
Author Allison Kornet in her article (1997) “The Truth about Lying: Has Lying Gotten a Bad Rap” states that deception or lying has become a part of everyone’s life. A person lies or deceives as often as he brushes his teeth or combs his hair. Many psychologists have neglected or ignored the concept of deception or lying and its effects on everyone’s life. Kornet explains that in the previous two to three decades, the psychologists started noticing or analyzing the effects of a person’s deception on others or why a person lies so many times in his day-to-day life. The person might learn lying from childhood
Henningsen, D. D., Cruz, M. G., & Morr, M. C. (2000). “Pattern Violations and Perception of Deception.” Communication Reports. Vol. 13, No. 1, pp. 1-9.
Words vs. Actions – in most cases, body language can betray the interviewee especially when the body language is on the contrary to the words that he utters. Honest people tend to be composed and maintain an upright and open posture. However, on the other side, dishonest individuals will always fumble around since they are not sure and confident of what they say. At times, dishonest individuals will fold their arms across their chest thus closing off the interviewer.
The interview is one of the most critical parts to successful police work, there are many things to take into consideration before beginning an interview, such as preparation, barriers to communication, listening, verbal and non-verbal communication, proxemics, and the location. An interview is usually the first opportunity for the officers to gather facts and information about the occurrence. Throughout the analysis of the following interview between an elderly lady that was assaulted and an interviewing officer, I am going to demonstrate the interviewer’s strengths, weaknesses, the pros and cons of the interview, the seven steps of a successful interview, and some suggestions the interviewer can better from for future interviews.
Did you know “60% of adults can’t have a ten minute conversation without lying at least once?” (Benjamin 2).Most of these lies, like mine, are not major, but are used to make a person paint himself in a better light . Whether they are are major or minor lies, everyday we are surrounded by a cloud of dishonesty and hidden from the truth. According to the study conducted by the University of Massachusetts in 2002, which provided the
Deception is sometimes used by researchers when they conduct psychological experiments. Deception occurs when the participant is misled about the purpose, design, of the experiment, or when the researcher uses deliberate misleading to persuade the subject into believing a certain view (McLeod). Many people believe deception is ethically wrong, and psychologists should not use it to obtain important information. I believe psychologists should be able to use deception if the participant is not psychologically harmed. It is believed that deception is the only way we can obtain true information (Connolly). The knowledge we are able to obtain about psychological tendencies outweighs the temporary effects of deception.
Truth or lies? Having people to trust is really difficult, not knowing whether a person is lying or actually telling the truth. How do you know is a person is lying? Is the bigger question. In this essay I will talk about many different ways about how spot a liar or a truthful person. I have listen to two different Ted talks about how to spot a liar and the future of lying. Many of us has said a lie or told a lie, we all had some kind of guilt in this situation. We all know a fact that we had said leis to our parents or even our closest friend. Everyone who were in this situation has fallen for a lie and everyone believes it, not knowing if maybe they are saying the truth or maybe it’s just a lie and just goes along with it. Half of us have heard or read a short article about small little things how to spot a liar, the most common people have heard is “ if the person's eye is twitching he is a lying” or “ you flare your nostrils I know you're lying”.
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)