The Influence Of Age, Work Experience, Education Level, And Competence Based Standardized Entrance Exam Scores Essay

The down side to the Federal Technician testing is that each employee was hired sight-unseen based on our test scores. While each and every one of us was excellent at the jobs we were hired for, there were some fairly serious personality and hygiene issues in the bunch. One of the hires weighed over 500 pounds and, though intelligent, required two plane tickets every time she traveled. Another had such repulsive personal hygiene issues that the entire office turned against her, customers wouldn’t work with her and she was ultimately asked to resign. An interview would have not only established the individual’s capabilities but would have identified those that would ultimately become a liability to the

PrimePoint Polygraph is a self-owned company that provides adequate polygraph, and investigative services. Tim Ruby is both the owner, and operator of PrimePoint. Ruby is a full time forensic psychophysiologist for the government. He has been a polygrapher for six years. In addition, he conducts testing for post convicted sex offenders, and pre-employment for law enforcement. Ruby got interested in the polygraph field as a former police officer, and criminal investigator. He was given the opportunity to attend the Federal Bureau of Investigation’s polygraph school, which sparked his interest in the field. He then pursued the field by earning an Associate Degree of Criminal Justice Administration, as well as a Bachelors Degree of Science and

In health and social care the recruitment and selection process is that, initial employment is conditional upon the provision of a satisfactory criminal records certificate of a level appropriate to the post as per the legislation requirements. All staff are required to consent to subsequent criminal records checks from time to

According to Advance Staffing Solutions, “to be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. Therefore, the purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal” (2011, para. 1).

The following information will discuss a case study that was done on the polygraph testing of Aldrich Ames during the investigation to find a spy within the Central Intelligence Agency. Also, I will discuss my own experience taking two counterintelligence polygraph exams while I was working as a Department

Cochrane, R. T. (2003). Psychological testing and the selection of police officers: A national survey. Criminal Justice and Behavior, 30(5), 511-537.

This section of the paper consists of three main parts. First, the research questions that will be addressed, the expected hypotheses and an identification of independent and dependent variables. Second, the supporting literature for the hypotheses is discussed. Third, a conceptualization (definition) and operationalization (measurement) of each independent and dependent variable. Research Questions

A position for a crime analyst is open in Fort Lauderdale, Fl. Even though the job is not in the ideal place, it would be considered, because it is something that I find interesting. This would be a job that I would have to apply for after I have gained experience in the criminal justice field. This position demanded a polygraph examination. “An eligible veteran who enters an open-competitive examination shall receive preference points added to the total passing score earned in the examination as provided for in the Florida Statutes. To obtain veteran's preference, candidates MUST submit a copy of separation papers and the City of Fort Lauderdale's veteran's preference claim form.” (Government jobs, 2016, pg.1) This position gives veterans an upper hand which is good for

Furthermore, employers who identify with the above agencies, can only utilize (a type of lie detector), for certain job applicants, i.e., pharmaceuticals, dispensers, armored cars, and security (United States Department of Labor, 2015). Additionally, the law does allow private employers to administer a lie detector test if the following incidents occur, embezzlement or theft, which must fulfill two conditions, injury or economic loss (United States Department of Labor, 2015). Should culminating circumstances allow a polygraph test to take shape; the following standards of pretesting, testing, and post-testing will occur with a licensed and bonded professional examiner. Lastly, according to the United States Department of Labor (2015), “the Act, strictly limits the disclosure of information obtained during a polygraph test” (para.

If I was to be questioned with the use of a polygraph test I would hope it to be the Comparison Question Test. The CQT first begins with irrelevant questions, which will provide a baseline for the test to go off of. Some irrelevant questions that might be asked are, “Is your first name Cassidy,” or “What your birthday is?” They will then ask relevant questions, which will be strictly related to the crime committed. Questions that may be asked are, “Have you ever robbed a bank before,” or “Have you ever committed a crime in which you stole money?” By asking irrelevant and relevant questions, it will provide a distinction between the two answers. Questions that are familiar to the offender will allow them to answer with a relaxed tone of

The polygraph test is one of the most controversial criminal investigative techniques of all-time. From the initial years of the invention to today, there is not a consensus about the investigative tool. That is why there are many people for and against the administration of polygraph tests. Therefore, in order to develop a clear picture of the polygraph test the history of the test must be established. Although, there are many sources that have well documented concerns about the invention, the polygraph test is still around after almost 80 years.

By the mid to late 1980’s there were as many as 5 million polygraph examinations that were administered in the public and private sector. According to a congressional report there were over one million a year and about half were for employment purposes. This along with pressure from various unions, caused congress to pass the Employee Polygraph Testing Act of 1988. It is to discourage widespread testing in noncriminal investigations. It also prohibits most private employers from using polygraphs in either prescreening or during the course of employment. However, state, federal and local governments have retained the right to use polygraph testing as part of the employment decision (McCrie,

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.

Dalton, D. R. and M. B. Metzger: 1992, ‘Integrity Testing’ for Personnel Selection: An Unsparing Perspective’, Journal of Business Ethics

Pre-employment testing is being used as a means to assist in making employment decisions. There are several employment test being used, such as, psychological, cognitive, integrity, personality test to name a few. These test are being administered to provide a more in depth look into an employee or potential employee’s true character. The OPM website states, “Integrity tests have been found to measure some of the same factors as standard personality tests, particularly conscientiousness, and perhaps some aspects of emotional stability and agreeableness” (Assessment & Selection, n.d.). What ever happened to a good old fashion interview? People have become some manipulative and dishonest in their quest to beat the system have caused corporation to take extra measures to ensure they are hiring employee with moral standards on and off the job. The test are used to judge a person characters based on the results and providing a sentence by not hiring them if the results are not up to their standards.