Don’t Hire a Liar: 5 Interview Tips for the Hiring Process
Turnover costs companies between 10 to 30 percent of an employee’s annual salary. Spotting the best candidate before hiring the wrong one can be challenging for even savvy business professionals. Steve Jobs, founder and CEO of Apple, personally screened over 5,000 job applicants during his tenure. He believed in being involved in the hiring process because he felt strongly that “A small team of A+ players can run circles around a giant team of B and C players.”
The first step in ensuring you make a good hire is to spot candidates who aren’t presenting an honest picture of their background and experience. Here are five surefire ways to help you land the perfect candidate.
Top 5 Ways to Spot a Liar During the Hiring Process
Interpreting correctly a candidate’s body language can be a useful tool in screening them. However, it’s important not to confuse nerves with dishonesty. Often when a candidate feels nervous in a job interview they may fidget or break eye contact. Don’t immediately assume that the candidate is hiding something if this occurs. Conversely, cues such as arm crossing, hand or face touching, as well as breaks in posture or leaning away may serve as a tell for dishonesty.
2. Watch Their Words
Like their body language, a candidate’s words often can serve as a lens into their integrity. Pay attention to certain verbal cues that may prove helpful in determining whether a candidate is being truthful with you. For example, if the candidates contradict themselves, are too vague or are unable to provide specific details related to their experience, this may serve as a warning that something is not kosher. Furthermore, if the candidate appears to be too scripted or rigid in their presentation of their background or experience, it also may serve as a clue that they are being less than forthcoming with the truth.
3. Test Their Mettle
Screening and hiring candidates for your company requires a great investment both in terms of time, resources and capital. Because of this, don’t be afraid to have your prospects complete examinations that prove their skill sets during the hiring process.
For example, if you’re hiring someone to perform customer service duties, test them with simulations. This allows you to see that they possess the appropriate skills to manage the role. Performing such tests adds a level of transparency to the hiring process that both parties are a solid fit for the opportunity.
If your prospective candidate makes it through the interview and testing stages, it’s time for you to do some homework. Do some digging and confirm the information they shared on the resume and during the interview process. Call previous employers and confirm dates of employment, job titles and duties performed. Check references presented to make sure that the candidate’s character is in line with their interview. Don’t be afraid to check online and observe social media accounts to see how the person conducts themselves. LinkedIn, Facebook and/or Instagram can provide accurate depictions of the person you interviewed.
5. Go with Your Gut
Although the approaches described above can be highly effective in hiring candidates with high integrity, there is no replacement for your gut human instinct. If you get a bad feeling from a candidate, trust it. In the end, you’ll save time and money while focusing your energies on someone you believe is more trustworthy. Hiring the wrong fit is a definite way to undermine both the ability of your firm to meet its objectives, as well as your reputation in the industry you compete.
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