Be careful to lie to hr during the job interview.

The interview process can be said to show your ability and see who can be better. If you lose this job, you may lose a job opportunity. Although the interview should show its magic power, it should not be excessive. Pay special attention not to "cheat me" in the interview.

1, we are a nation accustomed to vagueness.

It is human nature to cover up with motives, even in western culture. A special research report by western psychologists shows that the psychological test score of workers is higher than 1.09 standard deviation under the situation of motivation. What about us? Worse. I remember when I was studying English interpretation, my teacher once said that Chinese was particularly used to vague words. HR who has been engaged in recruitment for many years should feel the same way. The most commonly used word for candidates is "we", which is used as the subject to describe what they have experienced in any job. This is very common in chatting, but in the interview, it is impossible to judge whether the job starting with "we" was done by the applicant himself, with colleagues or by people in his department. We are a nation full of "collectivism", and the wisdom of China people can be brought into full play under the condition of concealing their motives, and it is easy to describe the truth of a case with all kinds of vague words. It's really not easy for HR people to evaluate candidates personally.

Speaking of lying in the interview, here are two weapons, conventional weapons and optional weapons, to help HR people clear the fog of candidates' concealment.

2.HR's conventional weapon of lying-behavioral interview star

The so-called conventional weapons are what HR must and must use in the interview. Compared with the vast number of HR people, they already know about shellfish, but according to the author's years of experience in evaluation skills training and counseling, not many people really grasp the essence of shellfish. Because there are many female sex workers in HR, I often share the core of behavioral interviews with HR people. Suppose your husband comes home late, you will definitely ask "Why did you come home late", and your husband will give a reason that he has already prepared, but you will usually start asking "What classes to work", "Where to work overtime", "Who to work overtime with" and "What did you do after overtime?" In the interview, HR people often struggle with the applicant on the question of "why to work overtime", that is, they discuss theoretical issues with the applicant too much, which is also one of the manifestations that HR people are not proficient in behavioral interviews. We often joke that women are naturally good at correlation analysis of multiple clues, and men sensitively see through the contradictions when making up one lie after another. The second performance that our HR is not proficient in behavioral interviews is that we have not found contradictory information from the behavioral events described by the candidates. It often happens that the candidate is making up a successful work event, but some information is vague. At this time, HR people need to be keenly involved and clear the candidates. After repeated questioning, I found that the candidate's work background was contradictory, the time was contradictory, and even the number of colleagues who participated together would be inconsistent.

As a conventional weapon to detect lies, star technology in behavioral interviews lies in asking questions to stars. When contradictions are found, or candidates are always vague about certain information, there is an element of lying. If you get a complete, clear and true behavior event, congratulations to HR, you can make an accurate and comprehensive evaluation of this candidate.

3. The optional weapon for 3.HR to lie-expression posture

Speaking of which, I have to mention Dr. Letterman, the man of the hour in American TV series. The actor who played him changed from a gorgeous young 1900 legend to an old-fashioned liar psychologist. In fact, there is a real person in the field of psychology, that is, Dr. ekman, who has been engaged in facial expression research in the United States for many years, and the protagonist Letterman also took his homonym. For a time, seeing through the micro-expressions on people's faces seems to arouse people's infinite interest, and HR people also want to try this trick in the interview. In fact, the research of expression recognition is complicated, and it is not easy to understand it all. The author summarizes several "tricks" commonly used in interviews for HR people to choose from.

Eye movement: The so-called "eyes are the windows of the soul". Eyes do represent a lot of information. Have you noticed the difference between eyes looking left and right? Usually, the left glance of human eyes is a kind of memory, and the right glance is a kind of thinking. Of course, very few people are exceptions (similar to left-handed). So you might as well ask some memorable questions at the beginning of the interview, such as "Where is your hometown" and "Last company". It seems to be a greeting to break the ice, but it is actually a glimpse when confirming memories. Pay attention to your eyes when you ask behavior events later. If you describe the real thing, it should be memories rather than thinking. At this time, your eyes glance to the right, which is usually suspected of conceiving the answer.

Hand movement: In fact, the hand will move unconsciously with the changes of people's thinking and emotions, and people will not realize it at this time. The most typical hand covering actions are touching the nose and covering the mouth. Moreover, according to the author's experience, it is more common for men to touch their noses than women, while women often cover their mouths or put their hands on their chests when hiding information.

Intonation: When describing real events, the intonation should be relatively stable. If the intonation turns deeper and the words begin to blur, HR people should pay attention. At this time, the information described is usually conceived on the spot. There is another interesting phenomenon. When people think, decorate and exaggerate a thing, they often turn their faces to the right first, accompanied by a low and slow tone. After a few seconds, they will quickly straighten their faces and look at each other intently. Their speech speed is smooth and fast, and their tone is rising. At this time, HR people must not be confused by the following statement.

4. Summary

The candidate's deliberate cover-up made the interviewer very unhappy. Some of the above tricks can help HR people see through the "moisture" provided by candidates during the interview and dig out the real information. At the same time, the author wrote this article with another meaning, hoping that all candidates will show their real experience and ability when applying for the job, so that they can naturally win the favor of employers. Getting a successful application by opportunism is likely to show its true colors during the probation period and be swept out of the house.