The recruitment process can be difficult for human resources teams. While many candidates will apply, only one or two will be hired, depending on the number of open positions. Strong interviewing is of the utmost importance as a way to weed out the people who don't fit the bill. HR professionals need to make sure they have a streamlined course of action that will highlight any applicants that may be not telling the full truth during their one-on-one conversation. Let's take a look at some ways hiring teams can tell if potential employees are telling the truth and how to handle the situation:
Be more specific
Most interviews tend to start out fairly open ended, only getting down to the nitty gritty towards the end when it comes to details of the job or salary. This tactic can give possible workers the opportunity to mislead HR on certain aspects of their career experience. Instead, hiring teams should ask more specific questions from the get-go, according to Entrepreneur. By requesting stories and examples to flesh out resume elements and responses to inquiries, HR can learn about the applicant on a deeper and more relevant level.
"References help HR teams verify applicant credentials."
Authenticate as much as possible
There's a reason why HR teams ask for references when people apply for positions. These contacts serve as verification of candidates' knowledge, skills and abilities relating to their career and personal agenda. Hiring executives should confirm as much information as possible during the recruitment process, especially for the people companies believe are the right fit. While sending emails may be easier and less time-consuming, making phone calls may be the better way to authenticate important details, according to Open Forum.
Interview in person
It's easier for applicants to embellish their credentials when they're not sitting across a conference room table from a hiring team, according to Fast Company. Although interviews over the phone or via video conferencing are necessary, HR leaders should try to get candidates into the office sooner rather than later. Online communication can result in slow responses that prospective employees have taken their time drafting, while in-person conversations require immediate answers. Not only can executives judge the truth behind responses, but they can also witness body language and how confident people feel in their replies.
It's not uncommon for job applicants to stretch the truth, whether it's on their resume or in an interview. It's crucial for HR teams to decipher which candidates are being honest and which ones are lying just to gain a position within the company. By asking specific questions, verifying information and conducting in-person interviews, hiring teams can find the strong, truthful employees.