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As Dr. Gregory House from the TV series House M.D. famously said, “Everybody lies.” This sentiment is especially relevant in job interviews, where HR managers have long grappled with candidate deception. Despite their best efforts, the human factor can still lead to significant losses due to unqualified hires. Given that not all job sectors can conduct thorough assessments of a candidate’s experience and organisational fit, polygraph tests have emerged as a valuable tool for many employers.

The Role of Polygraph Tests

Polygraph tests, while controversial, provide a straightforward screening method by identifying “risk factors” that may disqualify a job candidate. Here are the primary areas of concern:

  1. Resume Accuracy: Verifying the truthfulness of the information provided in the candidate’s resume. This includes checking for any false claims about previous job titles, responsibilities, and accomplishments.
  2. Document Authenticity: Ensuring that documents such as passports, diplomas, and employment records are genuine. Candidates might present forged documents to bolster their credentials, making this verification crucial.
  3. Reasons for Previous Dismissal: Understanding the real reasons behind the candidate’s departure from their last job. This helps identify if they were terminated for misconduct, incompetence, or other concerning reasons.
  4. Motivations for Seeking Employment: Detecting any ulterior motives, such as corporate espionage or intentions of embezzlement. This is particularly important for positions that grant access to sensitive information or financial resources.
  5. Professionalism and Work Ethic: Assessing the candidate’s competence and attitude towards their duties. This can reveal if they have a history of poor performance, negligence, or unreliability.
  6. Conflict Tendencies: Identifying if the candidate has a history of involvement in workplace conflicts. This can indicate potential for future discord and disruption within the team.
  7. Theft and Embezzlement: Investigating any past involvement in theft or embezzlement, including the theft of information. This is critical for roles that involve handling money, assets, or confidential data.
  8. Bribery and Misuse of Position: Looking into any instances of accepting bribes or using their position for personal gain. This is important for roles in procurement, management, and other positions of authority.
  9. Addictions: Screening for addictions to alcohol, drugs, or gambling. Such dependencies can severely impact job performance and reliability.
  10. Hidden Health Issues: Identifying any undisclosed health problems, including mental health issues, that might affect job performance. Employers need to ensure candidates are physically and mentally capable of fulfilling their duties.
  11. Financial Obligations: Examining the candidate’s debt and other financial liabilities. Significant financial stress might make an employee more susceptible to unethical behaviour.
  12. Concealment of Offences: Checking for any hidden criminal or administrative offences. This includes undisclosed arrests, charges, or convictions that could affect their suitability for the role.
  13. Legal Issues: Determining if the candidate is currently under investigation or trial. This information is crucial for assessing potential legal risks associated with hiring the individual.
  14. Intentions to Harm the Company: Ensuring the candidate has no plans to harm the organisation. This could include sabotage, leaking confidential information, or other malicious actions.
  15. Conflicts of Interest: Uncovering any personal business interests that might interfere with their job. This includes running a side business that competes with or distracts from their responsibilities.
  16. Employer-Specific Concerns: Addressing any additional issues pertinent to the employer. This could involve specific security clearances, ethical standards, or job-specific requirements.

The Effectiveness of Polygraph Tests

The reliability of polygraph tests conducted by skilled professionals is impressively high, with accuracy rates reaching 95-99%. For most candidates, defending against a lie detector test can be challenging if administered by a proficient examiner. The effectiveness of a polygraph test depends heavily on the expertise of the examiner. Therefore, it is crucial for companies to rely on experienced polygraph specialists who have a proven track record in conducting these evaluations.

In conclusion, while polygraph testing remains a polarising topic, its role in the hiring process is significant. For employers, it offers a method to gain deeper insights into a candidate’s background and potential risk factors, thus helping to ensure a more trustworthy and competent workforce. However, it is essential to approach this method with caution, ensuring it is used ethically and interpreted by qualified professionals to make fair and informed hiring decisions.