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8 Credible Steps To Become A Successful Interviewer
| Posted on July 4, 2013 at 12:19 AM |
Have you ever conducted an interview and were
unsure if the individual was being 100% honest? If so, then this article is
for YOU! We all know that the largest cost in any business is usually
payroll. In order to have loyal, hardworking and HONEST team members, you
NEED to hire appropriately. As private investigators, we have an obligation
to our clients to ensure the highest levels of integrity and that all starts
with us as business owners and who we HIRE. This article will assist you with hiring the
‘right’ candidate within your business. According to the
Association of Certified Fraud Examiners, $50 billion is stolen annually from
U.S. Businesses by their employees. That is almost equivalent to $137 million a
DAY that comes right off the bottom line from all of the companies combined throughout
the nation. This is a staggering amount, which can possibly be blamed on our
economy, maybe a company’s culture but I personally believe it ALL starts and
can be prevented during the hiring process. There have been
dishonest people throughout the world for thousands of years and obviously this
will continue but the question is not one’s level of integrity but why are we
hiring someone who is being dishonest during the interview? Since, I am sure no one would knowingly hire
someone who was being deceptive during an interview; I could only assume it is
because the interviewer is not aware of the non-verbal modes of communication
that occur during every conversation. We are going to cover
eight CREDIBLE steps that will assist you within the hiring process as well as
make your interviews more effective, which in turn will help you make a better
choice when attempting to hire the ‘right’ person for the job. 1.
CONDUCT A THOROUGH REVIEW OF THE RESUME: According to the
Society of Human Resource managers, 53% of people lie on their resume. So, that
means more than half of the people you interview will have inaccurate
information on their resume/application. If reviewing a resume, you should be
aware of time gaps, numerous employers, education level and experience in the
position they are applying for. If you are reviewing an application, you should
be pay close attention to the reasons for leaving prior employment, criminal
convictions and missing names/numbers of previous employers. This is the
information you can use to base some of your questions on during an actual
interview. 2. REVIEW THE REFERENCES: Now, some business
locations will not give you any information regarding an applicant and may have
you contact their corporate office. However, it doesn’t hurt to try and who
knows, you may get some very insightful information that you could use in your
interview. So, please ensure you are taking notes while conducting your
reference checks and use these notes as a guide with regards to their prior
employment, education and additional skills they CLAIM to have on their resume
or application. 3.
ELIMINATE INTERRUPTIONS: You can do this by
placing a ‘DO NOT DISTURB’ sign on the door, turning off your mobile phone,
asking them to turn their phone off and/or unplugging any landline phones in
the interviewing area. Then remove the barrier that most interviewers have when
conducting an interview. You know the barrier I am referring to. Come out from
behind your desk and place two chairs facing each other in the middle of the
room with nothing in between them. Now, you the interviewer should be sitting in
a rolling chair, preferably one with a back and arm rests. The interviewee
should be sitting in a stationary chair without wheels or arm rests. This will
help you read their body language during the interview and they will not be
able to roll their chair to release nervous energy. 4.
DON’T ASK CLOSED ENDED QUESTIONS: You should be doing
20% of the talking as they should be doing 80% of the talking, which can be
accomplished by asking open ended questions. For instance, "Tell me about a time you were terminated
by one of your previous employers." as opposed to "Have you
ever been terminated by one of your previous employers?" The first
question is open and will cause the guilty party to think more about the
answer, which in turn may cause non-verbal modes of communication or body language
markers of discomfort. This can help you identify the dishonest candidate and
actually motivate them to be honest about their previous performance issues as
well as why they were terminated. We will talk more about that in step # 5. The
latter of the two questions is closed and could be easily answered with a
simple ‘no’, whether they were or were not terminated in the past. 5.
INTENSIVE LISTENING: An honest person will
usually speak with confidence and in a timely manner to the question being
asked. Using the example above, an honest person after hearing the question "Tell me about a time you were terminated
by one of your previous employers." will quickly reply; “I have never been
terminated!” if they in fact have not been. However, the dishonest candidate
may pause and take a moment to think before answering that question because of
how it was asked. Since a simple yes or no doesn’t fit, they will need to think
a bit more about the actual time they WERE terminated! That pause in answering
can mean a few things such as them thinking about, which job of the many they
may have been terminated from or they may be deciding whether to be honest with
you or not (Internal Dialogue). That is when your rolling chair comes into play
and is used to move in just a bit closer and with a soft spoken tone of voice
say something like: “Hey, we're both human and we all make mistakes and bad decisions sometimes. What happened?” This
rationalization is how you can motivate them to be more honest with regards to
answering that question. 6. BE AWARE OF THE NON-VERBAL CLUES: Please keep in mind
when reading body language, these markers or ‘tells’ must come in clusters and
be timely with the questions asked. Just observing one or two of the body
language markers below does NOT mean
the candidate in being deceptive. These behaviors are usually associated with
individuals who are nervous in general and that would be a normal feeling
during an interview. However, we all know that a person being deceptive will most
likely be nervous as well. So, be mindful of the following ‘tells’: ·
Tone of
voice ·
Eye
contact/movement ·
Red/flush/blotchy
skin ·
Body
alignment ·
Hesitation
with answers ·
Breathing
pace ·
Open or
closed body language ·
Avoiding
questions ·
Position
of legs/feet ·
Look for
unusual reactions ·
Dramatic
changes in body position ·
Negative
tone on specific questions ·
Wringing
of hands/repeated rubbing or scratching Once again, please
keep in mind when reading body language, the aforementioned markers or ‘tells’
must come in clusters and be timely with the questions asked. Just observing
one or two of the body language markers above does NOT mean the candidate in being deceptive. You are merely
evaluating comfort levels to the questions being asked. 7.
LOOK FOR FACIAL MICRO-EXPRESSIONS: Another body language
marker to pay close attention to are the facial micro-expressions that happen
in a fifth of a second, which can let you know what emotion they are truly feeling
at the very moment the question is asked. The Seven Basic Emotions are Anger,
Contempt, Disgust, Fear, Happiness, Sadness and Surprise. These emotions have been
scientifically proven to have a certain facial expression associated with them,
which you can see below in the photos that were provided by Credible Security
Solution’s affiliate, Humintell. To learn more about micro-expressions, please click here.  8.
ENSURE THAT THREE FORMS ARE PROVIDED: So, you feel this is
the person you would like to hire? I would strongly suggest having EVERY
potential employee read and sign a background check consent form, credit check consent
form as well as a drug test consent form. Once they are provided
with these documents, they have been informed that these extra preventive
measures are in place, which may in turn make them reconsider employment if
they KNOW you are checking all three areas. If they sign the forms, ensure all
three checks are actually completed. To learn more about background checks, please click here. In conclusion, there
are numerous tools you can use to ensure you are conducting a successful
interview. The eight steps mentioned above are a few of the basics needed in
order to become a successful interviewer and assist you within the hiring process. If you truly want to master the art of interviewing, then you should NOT miss our presentation entitled "Interviews For Success: An insiders approach to reading body language." We discuss open ended questions, facial micro-expressions and how to read body language effectively. We only conduct this presentation publicly ONCE a year so don't miss the opportunity or you can have us speak at your next corporate gathering. To learn more about our class on detecting deception, please see the video below. Please share your thoughts in the comment section along with the special hashtag that you found in the article. The main points in this article were published in The Texas Investigator Magazine, Winter 2014 edition. |
Categories: Consultation
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1193 Comments
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college paper writers
9:31 AM on May 22, 2018
During my college days, there was an activity about interviewing an applicant. We interviewed real applicants and honestly, I really do not know how to determine if the applicant is suited for the job or just lying about his resume. I ask my mother, which is a human resource manager in a company to give me some tips on what to do during interview for the applicants. Reviewing the applicant's resume is the most important part of the interviewing. With this, you can see if the applicant is lying about his resume or not. She also told me to be an attentive listener to the applicant when they are answering my questions.
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