Polygraph: an effective tool for management

Posted 6/26/15 (Fri)

 

Many years ago, as a new FBI agent in North Dakota, a longtime sheriff asked me if I wanted to see his lie detector machine and I said "Sure!" In a closet, I was shown a wooden box painted metallic and complete with an impressive array of dials and knobs. The room was just large enough for the sheriff and a chair for the suspect with wires and straps attached. "It works every time," he said as he started her up and described "your typical test" of, say, Jimmy. He asked Jimmy's name, address and if he had broken into Charlie's Service Station. When Jimmy answered "no" to the last question, the Sheriff pushed a hidden button causing lights to flash and a beeping sound. He exclaimed, "You can't beat the machine, Jimmy, it caught you in a lie didn't it." Jimmy cringed and said, "I guess ya got me, Sheriff. OK, I did it." "Yup, it works every time," echoed the Sheriff.

Truthfulness has been determined through varied ordeals and tests over the centuries, including the sheriff's contraption. However, we now have polygraph tests that really work when administered properly. Let's discuss some common questions:

When can an employer use polygraph testing?  When a theft is known to have occurred in a defined area and at a time when the employee had access and opportunity. For example, if a theft occurred during a night shift, only the night shift can be asked to take a polygraph test and then only those having access.

What should employers avoid when considering polygraph testing? They can't be used randomly or as an employment screening tool.

 

What good does polygraph testing do? It puts an end to theft and a good polygrapher uses it as a tool for getting detailed statements regarding modus operendi and accomplices.

            Can I force an employee whom I am pretty sure "did it" to take a polygraph test? Absolutely not! Testing is strictly voluntary and employees have every right to refuse without fear that their job will be in jeopardy as a result.

Can I ask a couple of things that I want to know about while we are at it, like "Do you use drugs?" Examinations deal strictly with a specific issue and cannot stray into other issues. Some control questions are asked to establish reaction parameters and then a maximum of only two specific questions can be asked to test veracity. Any more cause invalid responses.

Won't employees react negatively when asked an unexpected question? The questions to be asked are gone over several times with the examinee before testing so there are no surprises.

            How does a polygraph measure truthfulness? There are three types of recordings that polygraphers utilize; blood pressure/ heart rate, galanic skin response due to perspiration, and respiratory changes.

            How accurate is polygraph testing? About 90% accurate on average, and that is governed entirely by the competency of the examiner - not by the employee or his/her reactions. Results can be inconclusive if the examinee is under the influence of drugs or alcohol or in a diminished mental or emotional state.

            Can someone beat the machine? The only way that "the machine can be wrong" is for the examiner to ask improper questions or misinterpret the readings through incompetence or inexperience. Questions must be carefully formulated, particularly when dealing with different cultural or environmental backgrounds.

            How does one know if a particular examiner is competent? North Dakota has tough licensing laws for polygraph examiners. They are subjected to written and practical testing, plus an internship requirement. Beyond that it comes down to experience and reputation.

            Company policy on polygraph testing is recommended for inclusion in personnel manuals, although it's not required. Policy should be consistent. To fire one person for failing a polygraph test and not another is asking for a discrimination lawsuit. Employer options are to offer counseling, ask for restitution, termination, ask the employee to resign (so they can move on to someone else's workplace) or prosecute. Also, by law persons who have been tested must be advised of the test results.

            Statistics show that in every type of work environment, employee theft is much more prevalent than is theft by customers. Employers should no more allow employee theft than they do shoplifting.