Remember once the press content analysis was popular? This is such a technical test for the presence of propaganda or hidden campaigning. A competent person determined the number of emotionally-colored words used, and then drew conclusions about the author’s goals. There is a similar method in working with candidates, but it is called linguistic analysis of speech.

Is a recruiting agency trying to get into the head of a candidate and learn his secrets? Not at all. In fact, the recruiter, who owns this technique, will be able to understand only how the applicant himself assesses his abilities and experience. If a person is confident in his abilities, then his speech will consist of positive markers. But if the experience brought him some suffering, then he would use the appropriate adjectives. This will help to understand what kind of employment suits him better.

For example: Unfortunately (negative), my education does not correspond (negative) to my professional ambitions. But I took the risk (pos.) and was able (pos.) to take the position of an intern in the QA department. Now I have received (positive) good practice, pulled up (positive) theory and can (positively) be an excellent Junior QA.

It can be concluded that a person is inclined to compare himself with other specialists and is dependent on an external assessment of his knowledge. But he is not afraid to participate in contests, and therefore he considers himself to be quick-witted and capable of learning. In addition, his self-motivation and self-study skills work well. For initial positions, this is good data.

Or another example: At the previous place of work I had to (neg.) engage in monotonous mechanical work (neg.) because of what I did not have time (neg.) to create a large number of innovative advertising campaigns. This is not bad (neg.), my portfolio has been replenished (pos.) with a lot of applied projects. Now it is easier for me (pos.) to take on big tasks, where I can do creative work (pos.), and be highly productive (pos.) with small tasks.

It shows the employee’s unwillingness to do routine work, to be subordinate. Most comfortable he feels in an atmosphere of creation. But, if he is given the opportunity to lead a serious project, he is ready to close all positions at once – so tired of being a performer. In addition, he likes the company, which follow modern developments.

Another way is to analyze the propositions. Yes, this is exactly what the parts of the utterance are called, which are always true, even if the message has a hypothetical or negative color. They help us take a broader look at the situation.

For example: Now I know how to work in international markets – this means that he did not know before, because experience in this direction can only be counted from the position voiced

If this happens, then I will be ready to take responsibility – until the last moment the applicant will shift the responsibility to others

If we work together, then I will offer you more – I’m not sure that the company meets expectations / it will meet expectations.

I managed better commercial projects – work with barter partners was not very successful

Yes, it’s simple. The main thing is to be attentive and not to forget not only to read out individual words, but also to perceive the received information. Recruitment agency with great experience “clicks” such communications almost instantly, but for beginners in HR we would advise asking for written responses – it’s easier to analyze.