Interviewing can be tricky, especially if you don't have much experience and distinguishing between truth and deception can be a daunting task for employers. While job interviews are designed to gauge a candidate's qualifications and suitability for a role, some individuals may attempt to embellish their credentials or conceal shortcomings. As such, it's crucial for hiring managers to develop astute observation skills and employ strategic questioning techniques to uncover falsehoods. In this blog, we'll explore practical strategies to detect deception during the interview process and ensure that organizations make informed hiring decisions.
Establish a Baseline:
Before delving into the interview, take note of the candidate's baseline behaviour. Pay attention to their tone of voice, body language, and mannerisms when discussing neutral topics. Understanding their natural demeanor will make it easier to identify deviations that may indicate deception later on.
Observe Nonverbal Cues:
Nonverbal communication often reveals more than words alone. Watch for signs of nervousness, such as fidgeting, avoiding eye contact, or excessive sweating. Sudden shifts in posture or facial expressions could also signify discomfort or dishonesty. However, it's essential to consider individual differences and cultural factors when interpreting nonverbal cues.
Listen for Inconsistencies:
As candidates recount their experiences and qualifications, listen closely for inconsistencies or discrepancies in their stories. Be wary of vague or evasive responses, as well as overly rehearsed answers that lack spontaneity. Follow up with probing questions to clarify details and gauge the candidate's sincerity.
Analyze Verbal Content:
Pay attention to the language and phrasing used by the candidate. Liars may often avoid taking ownership by using passive voice or distancing themselves from their actions. Additionally, be skeptical of exaggerated claims or unrealistic achievements that seem too good to be true. Ask for specific examples and request supporting evidence to validate their claims.
Assess Reaction to Pressure:
Introduce a degree of pressure or stress into the interview to observe how the candidate responds. Deliberately challenge their assertions or present hypothetical scenarios to gauge their ability to think on their feet. Liars may become defensive, agitated, or resort to further deception under pressure, while honest candidates are more likely to remain composed and provide thoughtful responses.
Utilize Behavioural Interviewing Techniques:
Incorporate behavioural interview questions that require candidates to provide specific examples of past experiences and actions. By probing into their behavioural patterns and decision-making processes, you can assess the consistency and authenticity of their responses. Look for alignment between their stated behaviours and the competencies required for the role.
Conduct Background Checks:
Verify the information provided by candidates through thorough background checks, including employment history, educational credentials, and professional references. Discrepancies between their CV and factual records may indicate dishonesty or embellishment. Contact previous employers and references to corroborate their claims and gain additional insights into their character and performance.
Detecting deception in a job interview requires a combination of keen observation, critical thinking, and effective questioning techniques. By establishing a baseline, observing nonverbal cues, analyzing verbal content, and assessing reactions to pressure, employers can better discern truth from falsehood. Incorporating behavioral interviewing techniques and conducting thorough background checks further enhances the reliability of the hiring process. Ultimately, prioritizing integrity and transparency ensures that organizations select candidates who are not only qualified but also trustworthy contributors to their teams.
If you need any assistance with your interviews, get in touch at contactus@vettedrecruitment.co.uk for a copy of our interview toolkit.