Article from www.DrMercer.com
6 TRICKS JOB APPLICANTS USE TO FOOL HIRING MANAGER
By Michael Mercer, Ph.D.
Aug 18, 2015, 16:38
Pre-employment tests help you assess what job
applicants really are like under all the smoke-&-mirrors and tricks they
use on hiring managers.
Job applicants put on a show to impress you. It’s drama.
It’s theater. It’s designed to
fool you into mistakengly thinking the applicant is wonderful so you foolishly
make a job offer.
So, let’s expose tricks or games job applicants use to make you
think they are wonderful, although they are not.
TRICK #1: LYING ON
On personality pre-employment tests, some applicants
lie. They give answers to make
themselves seem better or different than they really are.
As an industrial psychologist who did research to create
three pre-employment tests, I examined many personality tests. Most claim they catch liars, but when I look
at their method and research, I discover they really do not catch liars!
Solution: Only use
pre-employment tests that use a scientific method to detect applicant
dishonesty on the test. I spent about
six months developing my lie-detection method for two pre-hire assessment tests
I created. So, make sure whatever tests
you use really catches applicants who try to lie.
Importantly, good pre-employment tests will tell you what
the applicant truly is like. Such
pre-hire assessment tests reveal the real person under all the theater and
drama and showmanship the applicant uses
to deceive and impress you.
Notes: (a) Job
candidates may try to lie or answer dishonestly on pre-employment personality
tests, so make sure such assessment tests give you accurate lie detection
score. (b) Applicants cannot lie on
pre-employment intelligence or mental abilities tests, because such tests have
factual right or wrong answers.
You can read about pre-employment personality tests can
catch or detect job applicants who try to lie on the test by reading my article
LIARS: A Few Pre-Employment Tests Help
You Do That. TRICK # 2: ASK YOU TO
TELL THEM QUALITIES YOU WANT IN PERSON YOU HIRE
Many applicants begin the job interview by asking, “What are
important qualities you must have in the person you will hire?”
I discovered most hiring managers answer this question! They fall for this trick! The applicant then spends the rest of the
interview saying they have those qualities.
Then, when you hire the applicant, you discover the applicant (a) does
not possess those qualities and (b) conned you by claiming they have qualities
you told them you want in the person you will hire.
Solution: When a job
applicant asks you what qualities you want in the employee you will to hire, do
not tell the applicant. Instead, simply respond,
“Maybe we will talk about that at a later time.
Maybe.” Do not tell the applicant
what you are looking for!TRICK #3: REPEATING
GOOD ANSWERS MEMORIZED FROM JOB HUNTING BOOKS
Eager job hunters read books that tell them
terrific-sounding answers to your questions.
Watch for this.
Solution: When you
hear an answer that sounds memorized or too good to be true, say, “Aw, come
on! Your answer sounds like something
you memorized from a job hunting book! Now,
tell me your real answer to my question.”
If they repeat the same well-rehearsed answer, again say, “Aw, come
on! Tell me your real answer, not an
answer that sounds like you memorized it from a job hunting book!”
TRICK #4: CLAIMING
THEY ACHIEVED MARVELOUS RESULTS
Applicants love to say they achieved incredible results,
e.g., monstrously increased profits or amazingly reduced costs.
Solution: When a job candidate
claims marvelous results, stare directly into the applicant’s eyes, and
say: “Thank you for telling me those
great results. Whom can I contact to
verify the results you just told me?”
Insist on getting names of people you can contact. Doing this shows applicants you may check to
see if they are lying.
TRICK #5: SAYING
“WE,” & NOT “I”
There is an epidemic of people saying, “We” and not
“I.” “We” sounds teamwork-oriented. But, beware when you ask an applicant a
question, and the applicant says, “We did blah-blah.” Perhaps all the applicant did was buy pizza
for the employees who really did the work!
Solution: When an
applicant says, “We….,” say, “I need to decide whether or not to hire you, and
not all the people you include as ‘We.’
So, from now on, please answer my questions by saying, ‘I,’ and not
‘We.’” Sure, employees work with
co-workers, but you need to uncover what the applicant did, and not what the
applicant maybe did with a bunch of other people.
TRICK #6: USING
RAPPORT-BUILDING METHODS IN FIRST 120 SECONDS
In sales training, people learn the first ingredient of
making a sale is to develop rapport with the buyer in the first 120
seconds. So, watch for this within the
first two minutes: An applicant smiles
at you + nicely shakes your hand + compliments your office or company + makes
Managers often ‘fall in love’ with such charmers! Do not fall into that trap.
Solution: Look beyond
the first 120 seconds of rapport-producing techniques. Do not ‘fall in love’ with any applicant due
to the candidate using Sales Training 101 techniques on you. AVOID FALLING FOR 6 TRICKS APPLICANTS USE TO CONNIVE YOU
You now know six tricks applicants pull on you with
1. trying to lie on pre-employment
2. conniving you into
telling them what to say
3. memorizing good
answers from job hunting book
5. hiding behind the
6. making you ‘fall
in love’ with them within 120 seconds
Remember, applicants want you to offer them a job. You must make sure you hire terrific
employees. Now you know how to avoid
getting connived by applicants who use tricks to deceive you during your quest to
hire the best.
COPYRIGHT 2015 MICHAEL MERCER, PH.D.
Michael Mercer, Ph.D., wrote the book “Hire the Best & Avoid the Rest™.”
Dr. Mercer also created 3 pre-employment tests – the 3 “Forecaster™ Tests.” His pre-employment tests are
used by many companies to do pre-hire assessments job candidates. He is a frequent
speaker at conferences. You can subscribe to “Dr. Mercer’s HIRE THE BEST
Newsletter,” and see info on his 3 pre-employment tests and 6 books, at www.Pre-EmploymentTests.com