Comment Re:Two things to remember about polygraphs: (Score 1) 465
While I agree in general, for the sake of dissoi logoi, allow me to present the counter-argument. (I had to look up dissoi logoi by the way, it's not a phrase I've used before.)
I've worked in environments where drug tests were required and very similar environments where they were not. After working in both for several years and getting to know co-workers well, I feel I have a pretty good idea how common drug use was in both. I can say that I don't believe it wasn't totally eliminated in either, but was less common in the workplaces that at least used it for initial screening. Both had excellent longetivity and reasonable productiveness from their employees. I'd be hard pressed to make the case that the places that screen get better employees, but if your goal is to hire employees that won't use drugs, I think that testing as part of the employee screening process has some success in discouraging applicants that are likely to use drugs.
Further, I can say that in some jobs I've had, drug use was rather common and in those, testing wasn't even considered. In those jobs where drug use was common, I can say that it cost the employer higher turnover as a result. If I were made manager in that type of situation, I can certainly say that I would institute a drug test screen for hiring. If I knew that my company would be more profitable as a result of that type of screening, even if it was only because the less suitable candidates would be less likely to apply if they expected to fail, then certainly I'd seek to do the screening. I suspect that is why minimum wage jobs are more likely to have a screening policy.
If I worked for a government agency where I knew the stable and productive employees were those most likely to be willing to take a voodoo test, why wouldn't I want to screen for those type of employees? I'll agree that the polograph is essentially voodoo so lets take it literally for the sake of discussion. Lets say that I'm in charge of setting hiring policy for the TSA (voodoo is a reasonable connection in my mind for this.) Lets say that my bosses will agree to a voodoo test where I shake a rubber chicken and maracas in a dark room to "test of theiving spirits" and experience has shown employees willing to take the "test" are less likely to abuse their position, then I'd do the test. Even knowing the voodoo test in itself had no real effect, if I also know that the result is better employees, assuming that's my priority, why not?