Self Reporting – surveys in criminal justice are the best ways to accrue information on new hires, victims, and someone’s criminal history and among others. There is a positive and negative effect that this method could produce such as biases. If the employer is willing to use this method he will need to take the time to research the person’s answers and keep their feelings and emotions out of the questionnaire. By using the self reporting survey method the employer can get to know the applicant better and see if he or she answers the questions honestly.
If the applicant does this then the candidate pool will be better than just conducting an interview because the interviewee will only answer the questions based upon what they think the employer wants to hear. Once the applicant answers the questionnaire and he or she arrives for the interview the employer can look back on the questionnaire and see if the answers are the same. The downsides to this method are that the questions may and can be answered based upon how the applicant is feeling at the time.
If something has happened to the person about the topic in a negative way his answers will be negative and if he has had a positive experience then the answers will be positive, this where the interview comes into play after the questionnaire. The goal of the questionnaire is to get honest and sincere feedback from the survey. Ask questions that make the person answer the questions honestly and not be ashamed or embarrassed to answer the questions. The employer will want to be able to take the surveys that seem to be answered honestly and narrow the applicant pool to the best qualified or most qualified pool.
Once this has been achieved to the employers’ satisfaction then he can proceed to the next step of the process which is the interview. The method that would be used would be based upon how the person answers the survey. Each applicant would have different questions to answer and they would have the same amount questions that are the same for each applicant. The interviewer should not have predetermined questions that they want to ask. They want to gear their questions based upon how the interviewer is answering the questions being asked.
If the interviewer is becoming personal then the questions should be broadened so they can see how they react to group assignments and group tasks. This type of interview style is considered as Informal, conservational interview and this is the best approach to an interview because it tells the applicant you care and you care about the way they feel on topics. This also helps the interviewer open up more when answering questions because they feel as though they can trust you and they are not being criticized for the way they answer.
Some basic questions the employer may want to ask the applicant are: 1. How many times in the last five years have stolen anything where the value was worth more 100 dollars? Why? 2. How many times in the past five years have you used illegal drugs? Why? 3. Have you told a loved one a lie in order not to hurt their feelings? Why? 4. Have you ever knowingly violated rules at work even though it made your job easier? Why? 5. Have you ever tried marijuana as a recreational activity? If so how many times and how often? Why? 6.
Have you ever been caught doing something at work and lied your way out of it? Would do it again if it saved your job? Why? 7. In the last five years have you ever filed bankruptcy? Why? 8. In the last five years have been delinquent on any loans? Why? 9. In the last five years have you had a good credit report? Why? 10. Would you ever lie about your qualifications to get a job? Why? The questions listed above are asked because they measure the applicants ability to tell the truth because most all of the questions asked can been found through a credit check and background investigation.
If any of the following questions are found to be false then the applicant would be found disqualified because you want an employee with honesty and integrity. Integrity is the biggest thing with employers. If the applicant has no integrity about them then why would you want to hire them? When asking these questions you want them be to open ended to allow the individual to be able to explain the reason behind why these things happened rather than closed questions and not allowing an opportunity to answer. Everyone has reasons that things happen to them in life and they should be given the opportunity to explain why they happened.
The interviewer needs to be told that the questions asked are either going to be informed consent meaning that if you answer these questions that any false statements made can be held against you in the employment process and may be charged criminally. By signing the consent form you agree to answer the questions honestly to the best of your ability. Confidential means that any questions you answer and all communications held between the employer and the interviewee are kept private and no actions can be taken against the person outside of the interview but if false statements are given they understand hey are disqualified from the process. No one will have access to the interviewee notes and questions asked and his or her responses. The best approach to the interview and from the employer aspect is always be honest with yourself and your future employer because any and all information gained in the process can and will be held against them at a later date in time if the need should arise. If both parties are honest then the employer could trust the new hire in the employment process especially when he or she makes a mistake.
On the other hand if the employer is honest with the interviewee then that person gets the feeling of acceptance and he or she will be happy with the choice they chose on who to work for. References Holm-Hansen, C. (2007). Conducting interviews. Minnesota: Wilder Research. Siegle, D. (n. d. ). Principle s and methods in educational research. Retrieved from http://www. gifted. uconn. edu/siegle/research/Ethics/ethics. htm