To be a recruiter is to be a sensitive empathy, a good psychologist and an understanding person. To be honest, a recruiting agency is a kind of filter that saves time and nerves for business owners (or other decision-makers) and applicants.
But sometimes candidates do not understand that being honest in an interview is a way to quickly find a truly “their” place of work. At such moments, the recruitment manager should correctly consider hidden motives, making communication as transparent as possible. Here are some ways to understand what lies at the interview:
The candidate changes the rhythm of speech on uncomfortable questions (to be sure, use different formulations for the same topic). When inventing starts on the go, the applicant spends more time preparing the wording, due to which there are pauses, and the general pace slows down.
The number of parasitic words is growing (all of these: mmmm, that’s, so to say, uh). Similar to the previous situation, thinking time is replaced by verbal garbage. On the other hand, if a person does not speak very much due to the profession, then this may be a personal quality and have nothing to do with assessing the level of truthfulness.
Uses sayings to hide insecurity in his words and a desire to hedge against an “eternal” argument, to make a concession. These words: in principle, in general, in general, quite often, and so on.
Nonverbal manifestations. It is difficult for a person to control both speech and the body at the same time, because closed poses, rapid breathing, stiffness, and redness of the skin signal a possible deception. At the same time, this can be a banal excitement, therefore it is better to select personnel in the company of professionals.
The job seeker uses “avoiding” the answer or excessive rationalization. Care is an attempt to hide unpleasant information behind common phrases or socially acceptable language. Rationalization is the use of complex designs that, in fact, do not give a direct answer. There is only one way to deal with them: to give unexpected questions that are as different as possible from the template ones.
In fact, each hr-manager has his own proven methods, which can only be supplemented with our examples. There are questions – write us, we will consult.