May 12; Some Assembly Is Required — As A Measure Of Honesty;
MANAGEMENT BY THE BOOK:
365 Daily Bible Verse &
One-Minute Management Lessons For The Busy Faithful

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Chapter Five: Hiring; 12 May

There are six days when you may work,

but the seventh day is a day of Sabbath rest,

a day of sacred assembly.

You are not to do any work; wherever you live,

it is a Sabbath to the LORD.

Leviticus 23:3

Some Assembly Is Required — As A Measure Of Honesty

Sunday-Go-To-Meeting

Question: What is the best indicator that a job candidate will not lie, cheat or steal?

Answer: He goes to church.

Photo Credit: Charmaine

Photo Credit: Charmaine

There is a common challenge in looking for a new boss and in looking for new employees. We want to work for a manager with good character and we want to hire the same.

These troubled times make finding an employment fit harder than ever.

Human Resource Management is attempting to offer guidance on more than the traditional knowledge, skills and abilities matrix.

Personnel management is becoming, well, more personal. Many business schools today feel compelled to “teach” ethics in separate, free-standing courses.

What is the surest measure of finding integrity in the job market? What should hiring managers use to determine a good job candidate from one that would break the law, lie, or use drugs?

The Media Research Center (MRC) released The National Cultural Values Survey, which offers hiring managers guidance (that you cannot share).

Smart Human Resource gurus have always used an unspoken, intuitive cultural profiling to test job candidates. Many managers apply to private business president Eisenhower’s public maxim, “Our form of government has no sense unless it is founded in a deeply felt religious faith, and I don’t care what it is.”

The Survey quantifies with hard numbers what managers have all been feeling over the last few years. And it turns out the HR professionals may have been right. People these days have a flexible, unfixed moral compass on truth.

Robert Knight conducted the Survey. He is now a Senior Fellow for the American Civil Rights Union. He says, “This is a problem for business and for us all.” His work documented that there are reliable indicators for integrity.

The variable on honesty can be measured by the professed attendance at a house of worship. “The determining line would be going to church at least twice a month.” However, Bob was quick to add, “You can’t ask that in a job interview.”

Questions centered on Faith Based Hiring practices would be, oddly, discriminating in favor of the crooks and liars and moral relativists.

This finding has two tactics for anyone looking to make a job move.

  • Go to a church on Sunday. You don’t have to “Come to Jesus,” but you will probably get a chance to study how a good speech is delivered. The church bulletin will alert you when it’s scheduled during the service. The orations are called “sermons” or “homilies.” Nothing is better than a Baptist preacher on (hell)fire.
  • Disclose your habit during the interview no matter which side of the desk you sit. The hiring manager cannot ask, but do tell. Disclose your church-going to keep people from wondering why you are not using profanity or not paying too much attention to that attractive waitress.

In the Old Testament, Leviticus 23:3 says, There are six days when you may work, but the seventh day is a day of Sabbath rest, a day of sacred assembly. You are not to do any work; wherever you live, it is a Sabbath to the LORD.

Honest people go to church, mostly. Should you go to church even if you don’t feel that it’s the honest thing for you to do? Go anyway. You will become what you pretend to be.

Honestly.

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