The polygraph, which dates to the 20th Century has been a point of debate for many years, leaving in its wake controversial claims regarding its credibility. Also known as the lie detector test, it involves the measurement of involuntary physical responses such as pulse, blood pressure, breathing rate, and skin conductivity while an individual is subjected to a series of questions. A polygraph expert charts and interprets these responses then determines whether the subject is truthful. Even though the test is used in criminal investigations and screening of potential employees, the lack of ample scientific evidence supporting the accuracy of the tests has led to its declined use (National Research Council 12). The responses elicited by the
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For instance, an applicant with a history of drug use may fail to qualify for the job if the employer infers from the polygraph that they are likely to disclose a company’s confidential data in future. This conclusion is biased and unfair because it links two different kinds of behavior, which is highly questionable.
Polygraph testing relies on comparing physiological responses from the recruitment interview questions to a series of questions used to establish the baseline for deception (National Research Council 13). This introduces room for inaccuracy because there is a high probability that these deceptive responses could also emerge from other conditions, and they are not strongly related to deception. As such, it is doubtful that the recruiters ask the right questions or even make proper comparisons to establish the truth.
Evidently, employers should not administer polygraph testing because it does not provide a clear assessment of an individual’s values and future conduct. The lack of consensus on their accuracy while used across diverse cultures and situations does not instill much confidence in their results. As such, employers should instead conduct thorough background checks and strategic interviews that identify the perfect match for
For instance, an applicant with a history of drug use may fail to qualify for the job if the employer infers from the polygraph that they are likely to disclose a company’s confidential data in future. This conclusion is biased and unfair because it links two different kinds of behavior, which is highly questionable.
Polygraph testing relies on comparing physiological responses from the recruitment interview questions to a series of questions used to establish the baseline for deception (National Research Council 13). This introduces room for inaccuracy because there is a high probability that these deceptive responses could also emerge from other conditions, and they are not strongly related to deception. As such, it is doubtful that the recruiters ask the right questions or even make proper comparisons to establish the truth.
Evidently, employers should not administer polygraph testing because it does not provide a clear assessment of an individual’s values and future conduct. The lack of consensus on their accuracy while used across diverse cultures and situations does not instill much confidence in their results. As such, employers should instead conduct thorough background checks and strategic interviews that identify the perfect match for