Hacks, imposters and frauds—they’re out there and they could be right in front of you during your next interview!
Ok, so maybe these are harsh words to use when referring to applicants, but in light of the recent hack-attack on Sony Pictures, the word “hack” seems fitting. Many people lie during job interviews because they think it’ll increase their chances of getting the job. It’s important you know how to weed out these types of applicants during interviews; otherwise you’ll be going through the same interview process weeks later to replace the unqualified employee you just hired.
Behavioral interviews are an easy way to figure out who are capable of filling your open position. Nevertheless, they are also a great way to tell which applicants are fabricating their resumes, experience and knowledge of your respective fields of business. If you’re not already using this type of interview during your hiring process, it’s highly recommended you give it a shot. If you’re already using them, try using these three tips to help improve your process.
Never Take Their Word For It
It’s ok to trust someone and believe what he or she says, but not a stranger you’re interviewing for the first time. It’s crucial you take everything an applicant says with a grain of salt during the initial interview. If an applicant tells you he or she is a “real go-getter” and follows up with you way too late after speaking with you, what does that tell you about the applicant? Keep an open mind, but don’t believe EVERYTHING they say at first.
Use Follow-Up Questions
One of the best ways to see if an applicant is lying or elaborating about something is by asking him or her to explain their answer. If the applicant can continue to accurately explain his or her answer without any noticeable flaws, then there’s a good chance that applicant knows what he or she is saying. Follow-up questions simply help you recognize the degree of knowledge a person has on the topic at hand.
Score The Interview
It’s difficult to accurately measure an applicant’s performance during an interview if you don’t measure his or her performance. Using a scorecard to rate the applicant’s answers give you a better sense of whether or not the person is qualified the job. Scoring also helps you separate the applicants who are ready for another interview and those who are unqualified for the position. It’s nice to see on paper how an applicant scores and makes the selection process much easier.
Although most applicants are probably not “hacks,” behavioral interviews are a useful way to separate the qualified from the not so qualified. Use these interview tips during your next conversation with an applicant and you could be avoiding potential turnover…and those pesky hackers who completely ruin interviews (pun intended)!
Don’t make these 8 mistakes during behavioral interviews! Download the free eBook below to see where you can refine your interview techniques.