The Examiner (tm)
The Examiner (tm) is a tool that helps you perform a really good personnel
security interview of a job candidate.
STEP ONE is an online survey that consists of questions presented in multiple choice
format. It should take your candidate about 35 minutes to complete.
At the end of the candidate's online session you will have an Interview Guide,
with instructions about how to conduct that interview, ready for you under New
Results in the client interface The Integrity Connection (tm).
You use that Interview Guide to:
 
evaluate the candidate's candor and veracity when they
were taking the survey,
collect the candidate's residence, work, and education
history from their memory to compare with what you have
been given on paper,
get a good feel for what makes the person tick, insight
into some of their fundamental motivations and attitudes,
the knowledge of how to talk to that particular person, and
proceed through an ordered, detailed, set of questions that
guide you through a very meaningful interview with the
candidate that often results in surprising voluntary
admissions.
The Examiner (tm) has been used to conduct very successful personnel security
interviews on over 11,000 occasions. The most common feedback that
you will recieve from a candidate is: "did you get all that information about
me from those few questions?" Therein lies the strength of
The Examiner (tm). It is a personnel
security interview tool that sets the candidate up to be voluntarily forthcoming
because they don't know how much more you know about them than what you are
telling them.
The presentation of the information-gathering questions by The Examiner(tm) is referred
to as a "survey" rather than a "test" because there are no right or wrong answers.
The portion of the results that reveal job-related motivations and attitudes do not
constitute a clinical personality evaluation. However, The Integrity Center, Inc.
has used this pre-employment interview tool since 1988, and there are numerous deductions
that can be made based on correlations with past survey results. Every prior report
produced by The Examiner(tm) has been validated for that particular candidate by reviewing
the Interview Guide with the candidate and gathering their feedback. Further,
in thousands of cases, the employer has also ordered one or more of the following background
checks and
additional correlations have been established: actual criminal conviction history checks;
drug tests; driver's license history checks; personal credit history checks; employment
verifications; education verification; professional license verification; etc.
Prior to conducting the interview, you should review Part C with the candidate, which
is their motivational and attitudinal profile. This has two purposes.
First, the profile is usually so accurate that the candidate will remark about how you got
that much insight from such a quick survey. More importantly, they will quickly have come
to believe that you actually know more than you are revealing, and they won't take any chances
on not telling you something that they think you may already know. Second, the
profile tells you, the interviewer, enough about the candidate that you can alter your
interview style to most closely fit the candidate's preferences and attitudes. This will
help you obtain more voluntary comments and admissions during the interview than you would
otherwise expect to obtain.
STEP TWO in The Examiner(tm) interview process is to have the candidate recite
their residence locations, jobs with time periods and salaries, and education --- in
reverse chronological order. Most people can do this if they are being honest
with you. You may begin to wonder if a candidate can not tell you where and
when they have lived, worked, or gone to school. In addition, the candidate
will often inadvertently tell you things during this part of the interview that they may
otherwise not say. Remember, this is a security
interview. You are trying to get an accurate picture of the person
for the future, and you are trying to find out about what you should check in their
background and where you should check it.
STEP THREE is the heart of the personnel security interview. This is
where you discuss with the candidate their answers to Part B, a sub-set of the survey
questions that specifically speak to prior history and solicit admissions in 10 areas.
The survey questions ranged from the relatively benign questions about what the candidate
may have accidentally left off their Job Application, to more difficult questions like has
the candidate been convicted of a crime. Because you can always begin a question
with the phrase "during the online survey, you said that ......", you are in effect asking
the candidate to explain their responses given to the inanimate computer system. The
explanations that the candidates give are usually very revealing, and frequently guide
you concerning where and what to check.
At the end of your discussion of these questions with the candidate, you will have a definite
impression of the level of security risk posed by the candidate, and you will have a much
better idea of what to check, and where to check, with respect to the candidate's
background.
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