PSY 6430 Unit 8. Schedule Tonight: Lecture, one lecture unit! Monday, April 15: Exam 8 Task analysis due if grade BF ME2 Wednesday, April 17: Return of E8 ME2 Study objectives Monday, April 22: ME2 at 5:00-7:00 pm
Tonight: Lecture, one lecture unit!
Monday, April 15: Exam 8
Task analysis due if grade BF ME2
Wednesday, April 17: Return of E8
ME2 Study objectives
Monday, April 22: ME2 at 5:00-7:00 pm
Task analysis due – can leave it in
my mailbox in Wood, if you prefer
Reference Checks, & Interviews
(cont. next slide)
*Bible, J. D. (2012). Lies and damned lies: Some legal implications of resume fraud and advice for
Preventing it. Employee Relations Law Journal, 38(3), 22-47.
(and probably once of the most infamous..)
(article at the end of the sos)
Even for high profile positions, some applicants falsify information, so check references!!
Deliberate attempts to falsify information can be detected and may be grounds for either not hiring you or for terminating you after you begin work
By signing this application, I declare that the information provided by me is complete and true to the best of my knowledge. I understand that any misrepresentation or omission on this application may preclude an offer of employment, or may result in a withdrawal of an employment offer, or may result in my discharge from employment if I am already employed at the time the misrepresentation or omission is discovered.
(five questions to ask; did anyone bring in an application form from a company they work for?)
(can’t ask for dates of attendance to high school or college – age)
Companies are increasingly:
Lesson: When applying for jobs look for the key words
in the add and include those on your resume
(SO is worded awkwardly – sorry)
(study conducted by Harris Interactive; commissioned by the website Career Builder; privacy settings;
Some employers have even asked applicants to give them their username and password ; hand out article )
But, remember, the bills do not prohibit companies from looking
at your social networking sites; they only ban asking applicants
for usernames and passwords. So….be careful what you put online!
(**I really like these questions, by the way!; SO16 NFE: meta-analyses have shown estimated validities of .45 – high
Page number for SO16 should be 370,1, not 371,1)
This slide: NFE
(These are very important issues; the first discourages organizations to give out information,
The second encourages prospective employers to get seek it and get it)
A written (libel) or oral (slander) false statement made by an employer about a previous employee that damages the individual’s reputation
Note that the statement was true, however, the court found that the company illegally retaliated against her for exercising her rights under Title VII
(WMU’s request that we get students to sign a form when we provide references; one more slide on this)
A third party (e.g., coworker, client, customer) files suit against an employer for injuries caused by an employee
The focus is that the employer knew or should have known that the employee who caused the injury was unfit for the job
Thus, the employer’s negligence in hiring the individual produced the person’s injuries
(note the should have known clause; relevant to Western, as it is to all universities, based on any harm done to a
student - the student or the parent can file a law suit)
(not uncommon; in a very rare incident in our dept., a doctoral student was shown to have published fake data.
Beyond a doubt. Agreement was reached that he would leave the program but we could not divulge the information to others, another slide)
As a prospective employer, you want to seek information that would prevent negligent hiring, but past employers won’t provide that information for fear of a defamation of character law suit
(so how do you get out of the Catch 22 - next slide)
How can an organization get out of this Catch 22?
Why does this procedure protect an organization?
“Did the employer take reasonable steps and precautions to identify a problem employee, given the risks inherent in the tasks performed on the job?”
Thus, if you attempt to get the information and document your attempts, courts will generally conclude that you have taken “reasonable steps and precautions”
(The steps a potential employer should take – with documentation – are provided in the text)
(dress is very important – females must dress conservatively)
*Not for exam
(the authors give a very nice environmental explanation for this; reasons on next slide)
(all points FE)
How are you evaluating the effectiveness/success of that training?
(OK, that’s it)