Some statements which Iinterviewees make cast doubts on their ethics. This section discusses: (a) breaking an employment contract (i will harm my current employer in order to help you) (b) breaking confidentiality (i will tell you some confidential information) and (c) criticising other people – without good reason.
Breaking an Employment Contract
1 Applicants should watch for situations where they show that they will act unfairly towards an Organisation.
2 Example. An Applicant (Alan) stated that he had promised to work for four months for his current Employer. In the first three weeks of that time Alan became a Finalist for a position.
3 Our Client wanted to know how quickly any Finalist could join them. Alan said that he had an obligation to his current Organisation but, if it meant that he could only get the job if he resigned, he would do so.
4 The Interviewer knew that, if Alan left, it would leave his current Organisation in a very difficult situation. They would have very little chance of replacing Alan and the rest of the staff would have to take over his work.
5 The above example showed that the Applicant would let down his current Organisation by leaving them before the time he had promised to stay with them. Thus it raised doubts about how he would treat other Organisations – e.g. the one he wanted to join.
6 Applicants might compare the above approach to one where an Interviewee says quite firmly: “Sorry, but I will not leave my current Organisation before my contract expires. I have to do the right thing by them”.
7 Applicants who make such comments appear to want to do the right thing by any Organisation.
8 Applicants should take care not to talk about confidential information of a former or current Employer. Will Interviewees who cannot keep the secrets of others keep the secrets of a prospective Employer?
9 Interviewees should consider the approach they will take to criticising other people with whom they have worked. Some Interviewers may downgrade an Interviewee who criticises others.
10 Some Interviewers encourage such criticisms to check the Interviewee’s ability to evaluate people. Sometimes Interviewers know the people concerned and want to see how their views compare with those held by the Interviewee.
11 Wise Interviewers will distinguish between Interviewees who criticise others without any prompting by an Interviewer. However some Interviewees make non-Prompted criticisms because they need to use the content of the criticism to support their own actions.
12 Example. I left the ABC Company because my General Manager asked me to authorise accounts which an Investigator would soon learn did not exist.
13 Wise Interviewees will try to give both good and bad points about any person they feel obliged to discuss in an interview. This attempt to give a balanced view will probably suggest a mature Interviewee to most Interviewers.