First of all, it is necessary to know under what circumstances candidates usually make fraud. The first is to blur the academic qualifications. Usually, the academic qualifications are indicated in the recruitment information, while those with low academic qualifications or self-taught qualifications generally choose to blur the academic qualifications in order to cross the academic threshold. The second is to experience grafting, such as deliberately raising one's position in order to achieve promotion, or combining several shorter jobs into working in a company for a long time; The third is to deliberately exaggerate their abilities and achievements in past experiences; The fourth is deliberately exaggerating past salary, which usually appears together with exaggerating one's own ability; The fifth is the reason for leaving the job, to avoid exposing one's own shortcomings and deliberately beautifying the reason for leaving the last job. The above five kinds of lies are common in the process of selecting resumes or interviewing candidates.
Secondly, you need to master the relevant skills to identify candidates' lies. Candidates usually unconsciously leave "cracks" in the language when lying, such as being too perfect, intermittent, changing the subject, etc. In addition, we can identify lies by observing the micro-expressions of candidates, such as unnatural facial expressions, blushing, fixed expressions, erratic eyes of job seekers during the interview, frequent blinking and rubbing eyes, or physical movements such as touching the nose, scratching the ears and touching the neck during the interview, so as to carefully identify the authenticity of the contents expressed by candidates.
Finally, when the doubts in the interview process are found, they are gradually verified. Generally, the method of peeling onions can be used to analyze the candidates' unclear answers, and each detail can be asked one by one; For places with incomplete answers or loopholes, we can use the method of picking holes in the bones and finding faults to ask questions; For doubts that are not in line with common sense, you can directly question them face to face and distinguish the authenticity under pressure. At the same time, you can ask the same question repeatedly, and you can also tell whether the candidate is lying according to the requirement of background investigation.
Although it can't stop the candidates from lying, we can improve the authenticity of the job competence of the candidates through the methods and skills of distinguishing lies, so as to find outstanding talents more suitable for enterprises.