As the world become smaller and the access to electronic records become easier, many companies rely on background investigations of all potential hiring candidates to verify the accuracy of their employment application and resume, their criminal records, or any employment-related sanctions. Although these background checks are very helpful for the hiring agency, it can be (and in my personal experience) very daunting experience to complete. In my position, I had to undergo an extensive background check by both my employer and the US State Department prior to being hired to ensure I can receive a Top Secret Security Clearance. Even though some of the questions asked were very personal and invasive, (e.g., I had to release all my banking information and provide name and address of all mine and my husband’s family members) this process is necessary to safeguard against possible espionage or bribery from a foreign threat. Coors was not justified in the use of the polygraph as the questions asked were not associated to the candidates’ ability to perform the job …show more content…
352). Although the use of a polygraph as part of the initial hiring process is neither illegal nor unethical, the questions asked by Coors were both illegal and unethical, classified as of institutional discrimination as discrimination as the end result of the company’s policies. Although Coors addressed the issues raised by the employees related to the questions asked during the pre-employment process, Coors continued to use the polygraph until 1986 when Coors stopped using the polygraph and, instead, implemented the industry-wide standardization of using drug screening tests, psychological surveys, and an Equifax background checks to all job