Polygraph

First, these are checks with the various types of investigations or proceedings (ex: criminal, service and so on.), When the respondent (the defendant, the suspect, witness, victim or plaintiff) is being reviewed for possible concealment of any information of interest for the ongoing investigation, inquiry or investigation.

Second, these are screening (From the English «screen» – sifting, check for reliability) polygraph examinations in the interest of personnel selection or evaluation of existing staff and the timely detection of its possible disloyalty.
In the course of the investigations (hearings), polygraph test uses in cases when it is necessary:

a) narrow down the suspects;

b) determine whether the wrongful act was committed;

c) set the members of the wrongful act and, if possible, to persuade them to confessions;

g) establish an exaggeration or, conversely, silence famous particular person information;

d) to collect additional information;

e) to conduct a polygraph test of home staff, namely truthfulness provided separately (loyalty biography, whether mental illness, etc.).
Despite of variety of investigations, they are based always on some specific event (murder, theft, fraud, and so on.), and the polygraph examiner, implementing the EUP during the investigation, determines the involvement of specific individuals to that set events or knowledge of details, circumstances or symptoms of such an event.

Screening tests on a polygraph used in personnel work in three situations:

a) when applying for a job;

b) in the periodic (scheduled) audit staff;

c) in random (unscheduled) inspections staff.

Requirements which are established by the employer to the personnel are usually determined by the peculiarities of social groups, of which the selected staff, the socio-economic living conditions, business requirements and specific profession.

Undesirable factors – « risk factors » – is characterized by the employer requirements, for example, may include:

a) connection with criminal groups or terrorist organizations;

b) the commission of criminal offenses in the past actions of thefts, robberies, etc .;

c) illegal possession of weapons and / or unauthorized use, and so on.

In addition, put to test during the screening EUP « risk factors » may be some individual and personal characteristics of a person: the existence of employ negative inclinations (for example, a tendency to alcoholism, drug addiction) or health problems (presence in the past of mental disorders or disorders, suicide attempts, and so on.).

Screening EUP and EUP during the investigation in strict compliance with methodological principles can successfully evaluate the accuracy of the information reported previously by man, and thus identify them concealed information.

When should I seek help for polygraph
Like any other method, an examination with using a polygraph (EUP) has its optimal scope.
By means of the polygraph should be used in cases when it is concerned natural or legal person (the federal agency, business, private entrepreneur) for various reasons, at a certain stage there is no possibility – besides performing EUP – to evaluate the accuracy of the information reported by a specific person. Polygraph tests are an indispensable way of obtaining the required information in the following situations.
Firstly, when completely missing the opportunity to get the required information, without going through a specific person (for example, when an event of interest to the investigation or any fact of biography)
reduced results. Test on lie-detector of a sick person, for example, with a strong cold, acute dental pain, after a heart attack, few sleepless nights, or just very tired, it is inadmissible. The room in which the survey will take place, should not be crossed, dark or cold; a loud noise outside the window, or from behind the wall is also undesirable.
I have seen many times the work of the Masters. So, sometimes the impression was that the device itself – unimportant detail, as the answer to the question in the testing becomes clear to the Master for a moment before he voiced. Perhaps it was true.
It is important to remember that before the end of the test and the final interpretation of the results the respondent officer (and even more job applicant) in no way to blame. About what’s the future loyalty company may be involved if a person almost in plain text said: « We, darling, put you into clean water! » It’s time to remember the presumption of innocence. After all, no one does not speak to the candidate before conducting psychological testing, « You know, if you are schizophrenic, MMPI test immediately shows it, and we do not take you, do not take, do not take! » For someone who first takes a polygraph test, the procedure is, as a rule – a big psychological burden. This factor must also be taken into account.
Poll with using a polygraph is over – the results are good: the examinee either begins or continues to work for you. Remember, the survey reveals a degree of loyalty only to the day when the test was conducted. And from then on must begin the work of professional staff: adaptation, motivation, training of corporate culture … Because the loyalty of staff –is value variable.

Polygraph and loyalty of the staff …

One effective way to test the loyalty of staff is a polygraph. What important aspects of personnel service survey can reveal a lie detector? What are the advantages of using this technique? How to make sure that the polygraph is an instrument of education of staff loyalty, rather than fear?

The damage that a disloyal employee can cause to organization (also in authority), it is difficult to calculate. The losses are measured not only in money but also the time spent on the direction of development. With the departure of an employee burst useful communications for companies. It can hurt the good name of the firm. Remain « time bomb » in the face of a colleague who had time to « work » a defector, and atmosphere of distrust, and even split within the organization.

Of course, a business owner, management, HR-director, or the chief security officer must do everything to prevent the development of events in such a scenario, thoughtful versatile measures to strengthen staff loyalty.

The technique can not be fooled!

Nowadays, there are several well-established and well-proven methods for loyalty checks. When it comes to employment, it is – the psychological testing, « deep » interview, testing on a polygraph (polygraph, or lie-detector) – whichever you prefer :)

Experts in the field of HR know: than more attention is paid to the candidate pre-screening, there will be less problems when it becomes official. If it becomes necessary to check the personnel (the so-called screening), for example in cases of leaks of sensitive and confidential information or internal fraud, it is the most effective of the listed agents is a polygraph.

There are certain stereotypes in the evaluation of this method.

Firstly, it is believed that the polygraph – it is something from the field of activity of special services, which means that a reliable, advanced and outstanding unmistakable results.

Secondly, the polygraph – a complex device with a plurality of sensors recording the slightest change in the physiology of the test; the display shows colorful graphics – polygrams, which also seem to be very convincing. Fires installation – equipment can not be fooled!

Third, the appliance is attached also a specialist in testing (in mass consciousness so: Specialist attached to the polygraph, and not vice versa), which clearly talks about the possibilities of a bark-detector test and the inability to hide any information.

The most interesting thing is that almost all of it – the truth. There are plenty of positive nuances of using a polygraph. It saves a lot of time: certain facts, for determination of which security services have to spend a few days, can be installed in one survey, and get them from the source – from the test. In the course of the survey explores such physiological parameters that are not fake, that it is absolutely impossible, but extremely difficult. And the expert, if he is well prepared, be sure to notice this and will make the appropriate organizational conclusions. And as the polygraph really was originally used in the areas of human activity where the cost of failure is very high, the relevant services has been done (and done), all in order to maximize the results were accurate.

Insidious threats

What details from the biography of the applicant are most concerned to HR manager? What things, for example, are important to know about the person, to not take him to work? The list is quite large, it

– Drug use;

– Abuse of alcohol and related problems in the life and professional experience of the candidate: absenteeism, disruption of arrangements, family conflicts, affecting the official duties – all of these have a tendency to repeat at a new place of work;

– Official misconduct, for which at the same place of work could be fired; inconsistency of information in the summary of the candidate really, hiding of personal data;

– Theft in previous jobs: if there is a such experience, then there is a major risk of relapse at a new place of work;

– The presence of concealed convictions or convicted relatives;

– Big money debts or other obligations intractable: similar candidate is dangerous to trust the areas of activity related to finance;

– Health problems: the physical state of an employee depends on how well they can perform their duties in the event of acute illness;

– Connection with the crime;

– Due to its competitors: possible « drain » of valuable information;

– Committing unsolved crimes.

In addition, in accordance with the specifics of the business in the course of the survey can also be affected: the dependence of the candidate from gambling or computer games, belonging to the financial pyramid, propensity for suicide.

Alternatively: check for a personnel who is working for a long time, for example, planned or in connection with the unfavorable situation in the team, information leakage, theft. That is, in cases where there is no other way to assess the validity of the information that tells a particular person. With the help of a polygraph can be set with a high probability: taking other people’s money – did not take; He knows who commits theft – do not know; transmits information to competitors – does not pass, etc. The validity of the results in this case is high – 80-90%.

Limitations

What can not reliably find the polygraph? Addiction and future intentions, the ability to perform any action in the future, the motive of any actions.

For example, it is practically impossible to know whether a candidate will pass confidential information to competitors, except situation when he comes to your organization for such a purpose. However, in such a situation the polygraph examination is likely not to come – the candidate simply refuses to survey. Therefore it is better not to require the specialist that he has given you a solid guarantee: the employee will run you at least 4-5 years to be complaisant and friendly, never late for work, will not meet to emigrate, will not go away on maternity leave, will not break hand and not to go mad … The area features of polygraph is the past, and only on the basis of information about the past of the candidate, please, do conclusions about your future together with him!

Testing Rules
For that’s a polygraph really act such as a training staff loyalty tool not a fear of staff involved in the organization of the personnel of the verification process, you need to follow some rules. For example, a man who is supposed to check, it is desirable to properly prepare, tell briefly about the meaning of the event and the time normally required for the meeting. If he has willies and icy hand during the interview, the validity of a person hired to serve under any circumstances can not be confirmed (refuted by documents or other persons).

Secondly, when the necessary information is possible without the polygraph, but it is associated with huge costs of material resources and / or time, or requires the use of large numbers of people (for example, a typical situation in the selection and personnel inspection).

Third, when an urgent need to obtain the necessary information (within one or two days or a few hours), and no other – except for the EUP – the method may not provide the desired performance (frequent situation when the investigations and official proceedings).

In each case, evaluating the prospects of using the polygraph, it is necessary to proceed from the rule that, except for the above-mentioned three kinds of situations, the use of inappropriate EUP.

Polygraph test, in no case, should not replace traditional methods of investigation or personnel work, giving factual evidence.

Are there any restrictions when using polygraph tests

Application of examination with using a polygraph (EUP) has a number of limitations, which are due to methodological requirements.

Do not use the polygraph in cases where the alleged person to check:

a) in a state of physical and mental exhaustion;

b) suffers from mental disorders or in acute phase of the disease, associated with the defect of the cardiovascular or respiratory system;

c) in a state of alcohol or drugs intoxication.

It is not recommended to use the polygraph, when the alleged person to check regularly uses potent medicamentation that affect the memory, and when such a person is a woman in the last months of pregnancy.

EUP, as one of the methods of memory research, allows you to get information from a person about the events that happened to him in the past and have great significance for him in terms pursued with the help of a polygraph test.