[ad_1]
While remote work offers many benefits for employees, one of the big positives for recruiters is the unprecedented expansion of the talent pool. Geographical restrictions have been removed, allowing employers to hire people from different cities and countries. While many companies have moved to hybrid work, remote work has taken hold in some form. And that also applies to hiring.
Many companies rely on online assessments and interviews, especially for new hires. However, his report by HirePro, a provider of recruitment automation and assessment solutions, serves as a wake-up call regarding the propensity of candidates to cheat on these tests.
According to the report, the percentage of candidates who cheat in some way over entry-level positions ranges from 30% to 50%. Surprisingly, without the “supervisor” in the online rating, this figure is above 80% for him. For lateral entry positions, the percentage decreases from 10% to 25%.
Thus, the tendency of workers to cheat tends to diminish as they gain work experience, but it does not disappear completely. What are the factors that drive people to cheat in the first place and what steps can businesses take to minimize the risk of cheating in online assessments?
The numbers released by HirePro suggest that cheating is fairly prevalent in entry-level positions. Asma Jalan (renamed), Talent Acquisition Manager at a SAS-based technology startup, denies fraud is very prevalent. According to the report, the most common method of cheating is having another person sit next to the candidate to help. Jalan observes that writing answers, showing candidates, and whispering behind their backs can help. Therefore, insecurity about one’s own abilities, poor test-taking skills, and test anxiety may contribute to the tendency of first-timers to cheat.
motive
Jalan also encountered a case of blatant fraud in which another person interviewed candidates online. Also, if the candidates are similar, such as siblings, it can be difficult to tell them apart. Recently, when a company hired a new employee, they found that person lacked the skills and abilities that they demonstrated in their real job, in virtual assessments and interviews. When their interviews are recorded, the company can sniff out cases of impersonation.
Before we take the moral high ground by claiming we never cheat, let’s take a look at some of the research behind this phenomenon. Dan Ariely, Professor of Psychology and Behavioral Economics writes in his book: The (honest) truth about dishonestyhumans are driven by two opposing impulses. We want to make the most of the opportunity, even if it involves .
According to Ariely, if we can get a little benefit from cutting corners here and there without compromising our self-image of being a good person, we manage to do a “balancing act.” If the candidate is convinced that he or she isn’t necessarily cheating and is only getting a little bit of help, it might disperse the tension between these conflicting impulses.
fraud detection
Therefore, one method companies can deploy is to have candidates, just prior to an online interview or assessment, declare that they are bona fide candidates and that they will perform tasks independently and independently. asking you to sign. This may sound like a naive measure, but it creates cognitive dissonance in candidates who don’t want to appear unfaithful to themselves.
Additionally, candidates may believe they will not appear on screen, possibly because they are unmonitored. Additionally, explicit reminders that candidates are being monitored may also reduce the incidence of cheating.
In his book, Ariely describes research that suggests that “the mere sense of being watched can inhibit bad behavior.” In one study, conducted by Melissa Bateson and her colleagues, a communal kitchen in a psychology department had beverages available to faculty and staff. A sign hung above the counter read, “You must donate cash to the Honesty Box” every time you drank tea or coffee.
Additionally, the sign was accompanied by an image that “changes weekly.” Some weeks the billboard was decorated with flowers, and other weeks it had a pair of eyes painted on it. Interestingly, participants left some money in the box when only flowers adorned the sign. However, when a pair of eyes stared at them (please note, this was just an image), the participants left with “three times the money”.
So adding a pair of eyes in the corner of your virtual background to minimize the risk of online fraud may not hurt your business.
[ad_2]
Source link