chapter 5 - Why Check References? Check for resume fraud...

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Unformatted text preview: Why Check References? Check for resume fraud Find new information about the applicant Check for potential discipline problems Predict future performance Checking for Resume Fraud Why Check? 1/3 resumes contain inaccurate info over 500,000 people have bogus degrees Verifying Information truth error embellishment fabrication Obtaining Missing information unintentional omission strategic omission deceptive omission Alternative methods bogus application items social security reports hire professional reference checkers Getting Info Can Be Difficult Type of Information % Asking % Releasing Employment dates 97 98 Eligible for re-hire 64 42 Salary history 66 41 Reason for leaving 94 19 Performance 86 18 Employability 16 Work habits 13 People skills 11 Finding New Information About the Applicant Types of Information personality interpersonal style background work habits Problems references seldom agree people act in different ways in different situations Alternative Measures psychological tests letters of recommendation biodata resumes interviews Checking for Potential Discipline Problems Criminal Records Previous employers Motor vehicle records Military records Credit reports Colleges and universities Neighbors and friends Criminal Records Obtained from local and state agencies Check with each jurisdiction Only convictions can be used (EEOC Decision No. 72- 1460) Reasonable amount of time between release and decision to hire In using convictions, employer must consider Nature and gravity of offense Amount of time that has passed since the conviction and/or completion of the sentence The nature of the job held or being sought Credit Checks Purpose Predict motivation to steal Determine character of applicant Fair Credit Reporting Act Order through a Consumer Reporting Agency (CRA) Provide written notice to applicant to you will be checking credit Get applicants written authorization to check credit If adverse action is to be taken Provide applicant with Pre-adverse Action Disclosure which includes copy of credit report Inform applicant that they will not be hired due to credit check and provide name of CRA and notice of applicant rights to appeal within 60 days Predicting Future Performance References are not good predictors of performance Uncorrected validity is .18 References are not reliable ( r = .22) High correlation between two letters written by the same person for two people than between letters written by two people for the same person They say more about the person writing the letter than the person being written about References are lenient Fewer than 1% of applicants are rated below average! Why the Leniency?...
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This note was uploaded on 03/12/2010 for the course PSYC 170 at San Jose State University .

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chapter 5 - Why Check References? Check for resume fraud...

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