When meeting a potential hire, it is important to be able to tell if they are a genuine candidate or if they are simply trying to lie their way into getting the job during interview.
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When meeting a potential hire, it is important to be able to tell if they are a genuine candidate or if they are simply trying to lie their way into getting the job during interview.
I do technical interviews- I start with basic questions.. and in general I don’t run into people who can go deeper into subject in my field on a daily basis. I start exploring the depths of their abilities with situational questions. The lies on the resume start showing up very quickly..
You say you have worked with AD for 10 years.. Awesome. What order are GPO’s applied in? Cool, how do you check which gpo’s are applied to an OU without the gpmc console? What is the difference between rsop and group policy mapping wizard? You’re trying to figure out which gpo out of 100 gpo’s is applying a setting, I want you to do this in the fewest number of commands.. Tell me how you’re going to do it and why it works. Asking in-depth questions about the information they’ve put up in their CVs dig out the lies for sure.
Nearly everyone does it. I am not judging. When we are being interviewed for a job we want, we will of course be presenting ourselves in the best possible light. We will want to communicate our successes and gloss over our failures; we will want to put the best possible face on our job history; even if we are uncomfortable about sounding narcissistic, we will be tempted to take credit for accomplishments that others contributed to. The interviewer’s job, then, will be to follow up on the applicant’s most important claims. It’s easy to do, though most interviewers don’t bother. They hear a statement they think might be inflated, or even false, and they just make a mental note of distrust and press on, trying to get through all their list of questions.
The interviewer can use a variety of respectful and helpful tactics to draw out the applicant and get closer to the truth.
First: The Interviewer’s Preparation. Obviously, you will compare the resume with the online application, if there is one, and with any other documents the applicant has provided. See if they match. If they don’t, why? Did the applicant just hurry through the online app? (Because it’s annoying as hell, of course, to have to repeat all that information when your resume is perfectly good!) At all but the highest levels, I have always preferred the candidate who took the time to fully complete the company’s application process, even though it is tedious. Why? First, it shows a level of interest in the job that cannot be feigned. Second, and more cynically, the online application usually requires the applicant to attest to its truth, so if they are caught lying on the app, they can be fired.
Add any inconsistencies you find to your list of interview questions. Ask which is correct; ask for an explanation of the discrepancy; wait quietly and calmly while they attempt to explain. Don’t be mean about it—most of the time those inconsistencies are innocent errors. But don’t help them. Just wait. Most people will reveal the real issue if you give them enough time.