It is believed that a good recruiter is an empath, a subtle psychologist and an excellent negotiator. But there is no magic in his work – all information is read by long-established methods, for example, analysis of metaprograms. Another great way is a linguistic analysis of speech, but about it another time.

Before we start sharing the tools that the recruiting agency uses, we want to clearly state our position: we do not recommend these methods as the only correct and error-free ones. There are different situations in working with people, including well-trained candidates who know how to give false answers to indirect questions. However, sooner or later, the lie comes to the surface and no one wins. Moreover, the interview is not an interrogation or an attempt to “bring down the price”, but negotiations that help determine the compatibility of the two parties.

Meta-programs are factors that influence motivation and decision making. Depending on the type of reference (orientation towards one’s own opinion or someone else’s opinion), one can understand at which position a person will feel as comfortable as possible. In short, there are 3 main types of them:


No type of reference is good or bad – these are just criteria that help you find the most appropriate types of employment.

One type can be replaced by another, under the influence of various factors, including changes in personal life.

In determining the reference, one must ask questions about work or social life, since at home and at work behaviors may differ.

If the candidate modestly describes the results of labor, the recruiter should specify who defined the criteria for success: if he himself – the score in favor of internal reference, from the outside – external.

10 simple questions to determine the type of reference:

How do you understand that the project was successful?
How do you choose the way to solve the problem?
How do you choose who to vote for?
How do you evaluate the results of the negotiations?
Do you drive a car well (draw, dance, write)? Why think so?
Is your career path successful? Why think so?
Do you easily enter a new team? Why think so?
Are you a team player? Why think so?
How do you understand that you have done your job well?
Do you easily adapt to the type of communication interlocutor? Why think so?
For each answer, assign one point relating to one of the reference types (internal / external). If the candidate bases his answers on the opinions of the other person, then the external score. If it says “I feel this way”, “see”, “understand it myself” – to the inside. After counting the total, you can understand what the future employee is for.

If we talk about extremes, then:

8-9-10 internal and 2-1-0 external, the candidate will be a good leader, will insist on the chosen strategy and will not succumb to pressure and manipulation

0-1-2 internal and 10-9-8 external, then you have found the perfect performer who will not question the instructions.

5 external and 5 internal – the same mixed type

The remaining options – this is a little to some type, which must be determined during the conversation.

These techniques are best applied to professional hr, because each case is individual and may contain its own nuances. By contacting Recruit Alliance, you will receive not only a selection of suitable candidates, but also a detailed profile with recommendations regarding their strengths and weaknesses.