There are a variety of important goals organizations have when assessing external job candidates, including return on investment, shareholder reactions, establishing and reinforcing the firm's employer image, and complying with legal requirements by using valid assessment methods in a fair, consistent and objective manner.
Keeping the above in mind read the scenario below:
A person is in the waiting room waiting for an interview for a Vice President position. While he is there, the janitor comes in, cleans up around him, and the interviewee is rude to the janitor. The janitor leaves, then a few minutes later, reappears in a suit as the boss who was to interview the potential Vice President candidate. He dismisses the candidate, telling him that he wouldn't want any of his leaders to treat the janitor any differently than the CEO.
As the employer, discuss the advantages and disadvantages of this technique.
As the candidate, do you want to be a part of an organization that relies on deception and misrepresentation to analyze candidates?