How to tell when a candidate is lying
Interviewing is more art than science, especially when you have to decide between an honest face and your gut instincts. Well, I came across this article that might be of some use to newbie recruiters and experts alike. Check it out and let me know what you think?
22 Obvious Ways To Detect And Tell If A Person Is Lying
1. Fidgeting is the most obvious giveaway. Watch for hands and legs that are shaky, rubbing, stiff, self directed, touching the face, nose, chest or behind the ear. Arms crossed over the chest while speaking is the body language for protection and sense of insecurity linked to lying. Other actions include biting the lip, covering the mouth, rubbing the forehead or temple, squinting of the eyes or rubbing of the neck. Women tend to touch their throat’s trachial area.
2.. Repeating protests of innocence.
3.. Liars’ stories often lack detail. Push for particulars. The more specific details that a liar has to provide, the more likely he is to slip up.
4. Liars are noticeably less cooperative. They are also more likely to complaint, make more negative statements and appear unfriendly to minimize slip ups.
5. Unwillingness to make or never breaking eye contact is often sign of deceit.
READ: 22 Obvious Ways To Detect And Tell If A Person Is Lying
![[Post to Twitter]](http://www.therecruiterslounge.com/wp-content/plugins/tweet-this/icons/tt-twitter.png){kind=icon}
If you enjoyed this post, please consider to leave a comment or subscribe to the feed and get future articles delivered to your feed reader.
Comments
RE Lying,..
Hate to admit it but
1 I have a hidden disapbility and to counter PREJUDICE ( Time off from career 3 years ) I did fill the time with work ( friends false references) Yes I know bur as a disabled person
THere is a reality check point vs idealism
2 WHile in a protest march yes I was arrested
I sealed my record ( Expunged ) and after the third instance of a Valid offer being recended due to a minor civil unfraction I realized skills are not in reality part of teh ESSENTIAL JOB Function ) as defined under calif standards of practice
3 Now with rigorist honessty I returned the favor and initiatiated litigation ,…seems the last agency that recended an offer was PRimarily sending our South pacific ethnic canidates,…I knew the due to the fact my wife is asian as was sent out to 8-10 interviews to my One I suspenced Ethnic preference of new staff.
Now I must lye again since I was sucessful , I did push a nice settlement ther isn a recruiting agency In Silicone valley that will represent me Gee I wonder why.
And If I had to, yes I would litigate more just as a financial lesson . ( being on disability I am judgement proof. Meaning, I can burn a hole in your pocket yet if I loose you get noithing becasue you can not garnish disability.
Lying , I do disaprove Bottom line is that some realities I can not changeor I don have enought time to litigate each instance or prejudice and descrimination
- Age
-disability, and time away from work due to disability and consequences of disability
Sad to say from my position I have tried honesty but hit a wall of descrimination. I;d rather be a know lyer deal with consequences of descrimination that are real buit virtually not enforcible.
That is from my position.
I would welcome comments even the CA dept of rehab sees the realities and has no answers .
Michael S
Sorry, the comment form is closed at this time.
Using those rules of thumb would be a great way to ensure you discriminate against people based on their cultural background and disabilities. Or people that don’t like interviews.