Job Interview Is the Most essay

Download this essay in word format (.doc)

Note: Sample below may appear distorted but all corresponding word document files contain proper formatting

Excerpt from essay:

The authors assert that organizations large and small have placed a great emphasis on ethical behavior and many resources have been dedicated to ethics training. This emphasis on ethics also extends to pre-employment factors including the Job interview. The author explains that one of the most important expects of the job interview today as it pertains to ethics is pre-employment screening.

As it pertains to pre-employment screening some employers are using drastic measures to ensure that applicants possess the character that the organization desires to have in an employee. To this end some organizations perform electronic searches on individuals seeking employment. Such searches are used to "weed out" any employees that could display behaviors that are undesirable to the company or organization. The type of information employers look for during such searches may include derogatory pictures or language the person has used. In many cases the organizations look at the profiles for the applicants on social networking websites such as MySpace and FaceBook. Some employers go as far as checking the credit report of potential applicants. These organizations believe that a credit report can expose a great deal about the character of an individual.

Both of the aforementioned practices have been called into question because some believe that they do not take the privacy of the applicant into consideration. In addition such practices are harmful because they judge applicants for things they may have done years before applying to the position. For some his is viewed as an unethical approach to pre-employment screening and many have questioned the use of such screening.

Yet others believe that these types of "background checks" are fair game, particularly as it pertains to the checking of internet profiles. Proponents argue that the internet is a public space and employers have the right to examine such sights when attempting to determine if they will hire certain individuals. According to Palak (2006) poll..found that 26.9% of employers check the backgrounds of job applicants by using Google and social-networking Web sites. The National Association of Colleges and Employers surveyed 254 organizations in the services, manufacturing and government-nonprofit sectors. Of the employers who said they use Web sites, 41.2% reported occasional use, 35.3% said their use was infrequent and 7.4% called it standard practice (Palak, 2006)."

Whether the checking of internet profiles amongst employers is frequent or infrequent, there is a trend toward the use of the internet to perform additional checks on applicants as an aspect of the employment interview (Varmer & Varmer, 2002).

The internet also plays a significant role in the interview process because job positions and applications for those positions are now available online. To work for some organizations the application must be filled out and returned via the Internet ("Job Interview Myths"). In some ways this can make the interview process less personal. In some instances interviews are conducted over the phone and even via email. The phone and email interviews are quite common for virtual companies where a traditional office does not exist.

Since the 1990's there has also been a greater emphasis placed on ethical behavior as it pertains to women and minorities. As it pertains to women, laws prohibiting sexism have been better enforced and women do not have to endure some of the sexism that their mothers confronted in earlier decades when interviewed (Bragger et al., 2002). Organizations have begun to understand the importance of having women in their ranks and the valuable role they play (Kinser, 2002). However, women still make less money than men employed in identical positions (Kinser, 2002).

As it pertains to employment interviews and minorities there have also been substantial changes in the manner in which minorities are treated when compared to previous decades. Indeed, there is a greater effort to ensure fairness and promote diversity during the pre-employment screening process, including the employment interview. Although some discrimination is still present as it pertains to both sexism and racism, organizations have made a concerted effort to conduct employment interviews in a manner that is ethical as it pertains to the aforementioned groups.

As it relates to the interviewees, the padding of resumes is a prominent issue and has become a serious problem for some organizations in recent years (Ralston, 2000). Although the padding of resumes is not a new phenomenon the amount and nature of the padding has changed and in recent years, some prominent people have been fired for the padding of their resumes. Some of these individuals got away with this deception for many years.

IT is evident that potential employees pad their resumes in the hopes that such padding will increase the likelihood that they will be hired. However it is also a very serious ethical issue and many companies are conducting more extensive reference and academic checks to ensure that applicant worked at the place they claim on their resumes.

Overall, from the 1990's until the current time, there has been a great deal of emphasis placed on ethics as it pertains to interviews and organizational strategy. Employers recognize that certain problems associated with unethical behavior can be avoided if the proper mechanisms are in place during the interview process. As such, different processes have been developed to examine the character of potential employees. The advent of the internet has also drastically changed the manner in which interviews are conducted particularly as it pertains to weeding out applicants.


The purpose of this discussion was to examine how employment interviews have changed ethically since the 1950's until today. The research found that during the 1950's and 1960's there was much less emphasis placed on ethics in the employment interviewing process when compared with the emphasis placed on interviewing ethics in the current organizational environment. The research asserts that during the 1950's and 1960's there was a great deal of unethical behavior in the interviewing process as it pertained to women and minorities. However, it seems there was also less deception on the part of employers and employees during this time in history.

During the 1970's and 1980's it is apparent that organizations began to place greater emphasis on ethics as pertained to the interviewing process. It was during this time that organizations began to develop strategies directly related to organizational ethics. It was during these decades that organizations began to understand how the interviewing process could be used to assist in accomplishing the type of ethical standards for employees established by the organization.

Finally, during the 1990's and into the present, it is apparent that technology and the internet in particular, have greatly impacted employment interview ethics. The technologically savvy environment has led employers to search the internet for information concerning applicants. In addition the competitive environment has led many applicants to behave in ways that are unethical by padding resumes with false information.

Overall the research reveals substantial changes in employment interview ethics over the past sixty years. It is obvious that once laws are passed it may take some time for those laws to be adapted in practiced in a manner that is ethical and fair. However, such laws do eventually become accepted and even embraced into the organizational structure.


Bragger, J.D., Kutcher, E., Morgan, J., & Firth, P. (2002). The Effects of the Structured Interview on Reducing Biases against Pregnant Job Applicants. 215+.

Buzzanell, P.M. (1999). Tensions and Burdens in Employment Interviewing Processes: Perspectives of Non-Dominant Group Applicants. The Journal of Business Communication, 36(2), 134+.

Clark, T. (2005). The Business Profession: A Mandatory, Noncredit, Cocurricular Career Preparation Program for Undergraduate Business Majors. Business Communication Quarterly, 68(3), 271+.

Clark, T.D., Human, S.E., Amshoff, H., & Sigg, M. (2001). Getting Up to Speed on the Information Highway: Integrating Web-Based Resources into Business Communication Pedagogy. Business Communication Quarterly, 64(1), 38.

Palak, J. Face it: 'Book' No Secret to Employers; Social Sites Used as Background Check. (2006, July 17). The Washington Times, p. A01.

Ilkka, R.J. (1995). Applicant Appearance and Selection Decision Making: Revitalizing Employment Interview Education. Business Communication Quarterly, 58(3), 11+.

Job Interview Myths. (2002). Journal of Accountancy, 193(3), 104.

Kinser, a.E. (2002). Gendered Performances in Employment Interviewing: Interpreting and Designing Communication Research. The Journal of Business Communication, 39(2), 245+.

Kulik, C.T. (2004). Human Resources for the Non-HR Manager. Mahwah, NJ: Lawrence Erlbaum Associates.

Ralston, S.M. (2000). The "Veil of Ignorance": Exploring Ethical Issues in the Employment Interview. Business Communication Quarterly, 63(1), 50.

Riggio, R.E. & Feldman, R.S. (Eds.). (2005). Applications of…[continue]

Cite This Essay:

"Job Interview Is The Most" (2008, July 22) Retrieved October 28, 2016, from

"Job Interview Is The Most" 22 July 2008. Web.28 October. 2016. <>

"Job Interview Is The Most", 22 July 2008, Accessed.28 October. 2016,

Other Documents Pertaining To This Topic

  • Job Interview Tell Me Something About Yourself

    Job Interview Tell me something about yourself. The secret here is to be informed as the full nature of the position that you are applying for and to have done your homework as to the background and history of the company. A well prepared answer would be similar to the following: I am an efficient and highly organized individual who aims to be as productive as possible. I make every effort

  • Job Interview Can Be Quite

    Will you use a particular communication style to communicate with supervisors on deadlines? Will you amass a team effort to ensure compliance? Is your approach self-centered or team oriented? Do you show that you can handle multiple-horizontal priorities? Remember, the interviewer is likely not to be able to answer those questions, too. Instead, this is a clear psychological plow to see what happens when you are placed in a

  • Training Session Plan Job Interview Preparation This

    Training Session Plan: Job Interview Preparation This training package is about the ability to dress for success in terms of attire for the formal job interview. The training session will span the duration of one hour and include the implementation of the skills needed to understand the importance of one's personal appearance during an interview, better understand the contents of a professional wardrobe, best express an air of personality and professionalism

  • Supervisors Who Conduct Job Interviews

    Mobility impairment would be impossible because of the use of machinery such as forklifts. Hearing/visibility impairment would compromise communication, which OSHA lists as the #2 safety concern in warehouses. Mental impairment could compromise the worker's ability to make sound decisions -- given that the consequences extend to grievous injury and death it would not be reasonable to accommodate that disability either. 5) The relevant OSHA requirements for this position are

  • Interviewing Case Analysis of Counseling

    Over the course of the interview I asked the woman questions about her boyfriend but mostly about herself, her happiness and her life of late. The woman described that she had a very busy course load, had to work extra hours to support herself and then found herself working very hard to support a relationship with someone who was inattentive and needy due to substance abuse problems. Throughout the interview

  • Interviewing Strategy Introduction to the

    Thus CWH should train all managers to identify non-verbal cues to interpret whether or not applicants might be lying. This will help eliminate the potential to hire an individual based on false pretenses, and further help reduce turn over. Other tools that can be used to improve the interview process include: Establishing an interview objective (Smeltzer, 2002, p. 231) - what is the purpose of the interview? In a hiring situation

  • Interview Doctor of Philosophy Phd

    The objective of quantitative research is to develop and employ mathematical models, theories and/or hypotheses pertaining to phenomena. The process of measurement is central to quantitative research because it provides the fundamental connection between empirical observation and mathematical expression of quantitative relationships. SPSS (Statistical Program for the Social Study): A computer program used for statistical analysis. It is used by market researchers, health researchers, survey companies, government, education researchers, and

Read Full Essay
Copyright 2016 . All Rights Reserved