Essay Undergraduate 2,635 words

Employment Interview Ethics: From the 1950s to Today

~14 min read 6 sections Business · Hiring Process

Abstract

This paper examines how employment interview ethics have evolved over six decades, from the 1950s to the present. It traces the discriminatory practices against women and minorities that were commonplace before the Civil Rights Act of 1964, the growing emphasis on organizational ethics and pre-employment testing during the 1970s and 1980s, and the dramatic changes brought about by the internet and digital technology since the 1990s. The discussion addresses ethical issues on both sides of the interview table, including employer use of social media background checks and credit reports, as well as the persistent problem of resume padding by applicants. The paper concludes that while ethical standards in employment interviewing have improved significantly, challenges remain.

Key Takeaways

Introduction: Purpose and scope of the discussion
Employment Interview Ethics: Defining ethics in the interview process
The 1950s and 1960s: Discrimination and Limited Oversight: Discrimination against women and minorities before legal reform
The 1970s and 1980s: Organizational Ethics and Pre-Employment Testing: Rise of integrity tests and organizational ethics strategies
The 1990s Through the Present: Technology and New Ethical Challenges: Internet screening, social media checks, and resume padding
Conclusion: Summary of six decades of ethical change in interviews

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What makes this paper effective

Uses a clear chronological framework that makes the historical argument easy to follow, anchoring each era's ethical norms in specific social and legal context.
Balances two perspectives throughout — the ethics of employers (discrimination, background checks) and the ethics of applicants (resume padding, honesty) — giving the analysis symmetry.
Supports claims with direct quotations and cited statistics, including meta-analytic findings on integrity tests and survey data on employer internet screening practices.

Key academic technique demonstrated

The paper demonstrates effective use of periodization as an analytical tool. Rather than treating "employment interview ethics" as a single static concept, the author divides the topic into distinct historical eras and shows how legal developments (e.g., the Civil Rights Act of 1964), technological changes (computers, the internet), and shifting social norms each reshaped ethical expectations in concrete ways. This technique transforms what could be a simple descriptive overview into a structured causal argument.

Structure breakdown

The paper opens with a brief introduction stating its purpose, followed by a conceptual section defining employment interview ethics. Four body sections then proceed chronologically — the 1950s–60s, the 1970s–80s, and the 1990s to present — each analyzing both employer and applicant ethics within its era. A summary conclusion synthesizes the trajectory of change and reflects on how laws eventually become embedded in organizational practice. References follow APA format throughout.

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Essay 2,635 words

Introduction

The job interview is one of the most important steps in acquiring employment. Over the years, different aspects of the job interview have changed, yet many fundamentals have remained the same. The purpose of this discussion is to examine how employment interviews have changed ethically from the 1950s to the present day.

Employment Interview Ethics

Anyone who has ever applied for a job knows just how important an interview is in determining whether they are offered a position with a company or organization (Ilkka, 1995). In fact, some research suggests that once an interview begins, an interviewer determines very quickly whether the individual will be hired. According to Kulik (2004):

"Interviewers make up their minds about an applicant's suitability very quickly. In one often-cited study, a researcher concluded that interviewers made their decisions within the first 3 to 4 minutes of the job interview! That 3- to 4-minute estimate is probably extreme, but recent research finds that interviewers express confidence that they have made a final decision 15 to 16 minutes into the interview" (Kulik, 2004, p. 71).

Employment interview ethics involves the ethical behavior of both the organization (the interviewer) and the individual seeking the job (the interviewee). It encompasses various aspects of the interview process, including pre-employment screening and the manner in which interviewees present information such as job experience. In either case, employment interviews have changed ethically from the 1950s to the present.

4 Sections Hidden · 1,440 words

The 1950s and 1960s: Discrimination and Limited Oversight420 words

Throughout the history of employment interviews, ethics have been emphasized. Employers have always wanted to know whether a potential employee was…

The 1970s and 1980s: Organizational Ethics and Pre-Employment Testing230 words

During the 1970s and 1980s, many organizations began to adopt certain policies as they pertained to employment interviews. The 1970s was a challenging time for the nation, and human…

The 1990s Through the Present: Technology and New Ethical Challenges580 words

Many of the most dramatic changes in employment interview ethics have taken place over the past twenty years. During the late 1980s and early 1990s, advances in technology drastically…

Conclusion210 words

The purpose of this discussion was to examine how employment interviews have changed ethically since the 1950s until today. The research found that during the 1950s and 1960s, there was…

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References

Bragger, J. D., Kutcher, E., Morgan, J., & Firth, P. (2002). The effects of the structured interview on reducing biases against pregnant job applicants. Sex Roles, 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.

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. Lawrence Erlbaum Associates.

Palak, J. (2006, July 17). Face it: 'Book' no secret to employers; social sites used as background check. The Washington Times, p. A01.

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 nonverbal communication. Lawrence Erlbaum.

Varner, K. C., & Varner, C. H. (2004). Was that question illegal? Review of Business, 25(2), 25+.

Woodzicka, J. A., & LaFrance, M. (2005). The effects of subtle sexual harassment on women's performance in a job interview. Sex Roles: A Journal of Research, 53(1–2), 67+.

Key Concepts in This Paper

Interview Ethics Pre-Employment Screening Civil Rights Act Workplace Discrimination Integrity Testing Resume Padding Social Media Checks Women in Workforce Organizational Ethics Internet Background Checks