| Would you agree that your hiring decisions are | | | | distortion scores on employment assessments |
| only as sound as the facts on which they're | | | | are designed to let you know when applicants are |
| based? The problem you have is that some | | | | trying too hard to tell you what they think you |
| experts say that over 30% of resumes are | | | | want to hear. |
| embellished and almost 70% of job applications | | | | For example, if a candid applicant gets asked |
| are too. | | | | whether or not they've ever argued with their |
| For the sake of discussion, lets suppose that you | | | | parents, then they are likely to say "yes," and |
| are ready to conduct a job interview and roughly | | | | move on to the next question. Someone trying to |
| half of the information you have from resumes | | | | give what they think is the most desirable answer |
| and applications is accurate. The bigger problem is | | | | on an employment test might be inclined to say |
| that you don't know WHICH half is the truth. | | | | otherwise. They would assume that you might |
| Additionally, if you can't differentiate between | | | | think they would argue with coworkers, |
| when applicants are telling you the truth or when | | | | supervisors or customers if they admit to arguing |
| they are telling you what they think you want to | | | | with their parents. |
| hear, then your probability of hiring the right | | | | Lie scales and distortion scores on an employment |
| person will continue to diminish. | | | | assessment are designed to give you confidence |
| That's why the most popular pre employment | | | | in the accuracy of the information you receive. |
| tests and psychometric tests have built in lie | | | | Interviews based on facts are more valuable than |
| scales or distortion scores. Lie scales and | | | | those based on fiction. |