via integrity how to screen employees for character and integrity

How to Screen Employees for Character and Integrity

Derron McDuffee Cofounder, Chief Integrity Officer

Via Integrity, LLC

Via Integrity, LLC Confiden2al and Propietary

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Objec2ves

•  Electronic Background Checks

•  Elicitation Techniques

•  Truthful and Deceptive Behaviors

•  Character Integrity Assessments

Via Integrity, LLC Confiden2al and Propietary 2

Join the conversa2on on TwiBer or Facebook

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Brad R. Minor, 23 Passed Background Check

10 Year Prison Sentence

THE JOURNEY


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ELECTRONIC BACKGROUND CHECKS

•  Fair Credit Reporting Act – Access to 500 million records – Multi-State Criminal Database (43 states)

•  Loopholes

– MA, SD, WY, WV, DE, VT – Data updated voluntarily – Does not account for undetected criminal

activity


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ELICITATION TECHNIQUES •  Rapport

–  The more they like you the more they will tell you –  Establishes behavioral baseline ***

•  Minimize Behaviors –  Promote integrity and character while minimizing

derogatory behavior

•  Questions –  Simple and Direct –  Ask the questions you want the answered –  Questions must be job related


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QUESTION TYPES •  Closed Ended: Answered with Yes/No

–  Provides little value

•  Open Ended: Provides more information and builds rapport. –  “Tell me about your professional experience?”

•  Assumptive: Assumes that the applicant has engaged in the behavior –  Should be the first question asked after topic

introduction –  “When was the last time you were let go from a job?”


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QUESTION TYPES – CON’T. •  Bait: Suggest knowledge/information/

evidence –  “When we speak to your references, what will

they say about you?”

•  Alternative: A choice between two options (Bad/Good) –  “Are we talking about a heroin addiction, or

just minor recreational use?”

•  “What Else?”


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We can be so focused that we are blind to the

obvious, and blind to our own blindness


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COMMUNICATION

•  7% verbal content

•  55% facial (expressions/gestures)

•  38% vocal (pitch, stress, tone, pauses)


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TRUTHFUL BEHAVIOR

•  Verbal: – Direct Yes/No responses to close ended

questions – Detailed and specific answers to open

ended questions

•  Non-Verbal – Alert, composed, interested, attentive, GNT,

appropriate eye contact – Not closed off


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DECEPTIVE BEHAVIOR

•  Verbal: – Repeats Question, lengthy non-specific

responses, selective memory, gives complements

– Qualifies Answers: “To tell you the truth…” “I swear on a stack of bibles” “Honestly…”

•  Non-Verbal: – Moves away, closed off behaviors, grooming

gestures


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SPECIAL CONSIDERATIONS

•  Fight, Flight, Freeze is the fear of detection

•  Look for deceptive clusters (2 or more)

•  Be aware of your subconscious influences


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CHARACTER & INTEGRITY ASSESSMENT

•  Structured interviews to gather noteworthy information not captured by electronic background checks

•  VI uses a proprietary interview technique

•  Provides mitigating circumstances for negative behaviors


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RESULTS

•  100% clean electronic background checks

•  75% admitted to involvement in serious criminal activity unknown to law enforcement

Over 50% admitted to felony

behaviors

Drug trafficking, Child Pornography, Assault, Breaking

and Entering, Extensive Drug Use, Driving While Intoxicated,

Shoplifting, Undisclosed Employment Terminations, Employer Policy Violations,

Application Falsification


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Derron McDuffee Co-founder, Chief Integrity Officer

[email protected] (877)430-0632

www.viaintegrity.com

#ViaIntegrity

via integrity how to screen employees for character and integrity

Recruiting & HR