So if candidates are pushing you towards text-based communication, that’s a red flag – the sooner they’re sitting in front of you, the sooner you’ll be able to read their body language and decide whether you trust them, says Meservy.
Let’s get specific
“Flukes will pad their resumes with a generic fact like, ‘Honoured as a “Who’s Who in Business” by an influential paper,’” says Huhman. “Ask the candidate for the specific paper. Oftentimes that influential paper turns out to be a hometown circular.”
Put them to the test
Rather than have candidates do another round of interviews, why not wean out the ones who simply don’t have the skills set by giving them a practical test?
Monica Rogati, VP of data at Jawbone, gives candidates a dataset and three hours to solve it, revealing their technical skill, creativity, and communication.
Interview in the morning
We’re not sure how much weight this one really holds but ethics researchers from Harvard University and the University of Utah found that people’s moral willpower dwindles as the day goes on.
Maryham Kouchaki and Isaac Smith found that people are more morally aware in the morning and are more likely to engage in unethical behaviours in the afternoon.
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Speak up or lose success