Jennifers Company of Routinely Administering Honesty Tests Essay

Jennifers Company of Routinely Administering Honesty Tests - Essay Example 1). Whereas honesty testing can be helpful in the hiring process, it should never be the only instrument used to determine the suitability for hiring a prospective employee. They are not always right in every case, just like every other test. Furthermore, their results can be misinterpreted. In fact, they are illegal in Massachusetts and Rhode Island because of their controversial nature (PsychTests, 2009). For any business who has ever hired someone they later fired for stealing, failing a random drug test, or failing to show up to work on time, these tests can prove to be a valuable tool. They can help reduce the chances of these problems occurring by a significant proportion (PsychTests, 2009). Before hiring someone, it is important that a company like Carter Cleaning Centers know how much integrity, reliability, and work ethic the prospective applicant possesses. It is also important to know if they have a substance abuse problem. According to employee surveys, the following startling facts reveal just how big a problem it can be: It is interesting, yet sad, that many ... 31% abuse drugs or alcohol (Honesty Testing, 2009, pg. 1) It is interesting, yet sad, that many businesses fail because of their employees' actions. Millions claim that they were stolen out of business by their employees. Higher-rank employees tend to steal more or to steal items of higher value or embezzle more cash, while lower-ranking employees tend to steal less or to steal items that are of lower value (Honesty Testing, 2009). It is difficult to stop the problem, mainly because certain questions cannot be asked. According to Honesty Testing (2009, pg. 1), "Increasing lawsuits have made it extremely difficult, even illegal for you to ask important questions to determine the integrity of a job candidate. Past employers can be held liable for information they give you. If you choose to avoid hiring suspicious candidates, can you prove that you did not discriminate In the absence of objective data, it is often impossible to demonstrate that your decision was made objectively, without regard to gender, race, age, etc. There are other assessment tools that can help weed out potential problem employees. They help to reduce your risk and select the best employees. They help to stop the following types of common employee problems: Unauthorized use of the Internet Using company email for personal use Disclosing private and restricted computer data Theft of office supplies and other company property Clocking in or out for other employees Revealing confidential information and/or trade secrets to outsiders Inventory shrinkage Carelessness Unexcused absences Tardiness Drug use Sub-par job performance Fraud Job-hopping (Honesty Testing, 2009) Survey reports can include a multitude of checks. One company