3 Recruitment Tips to Assess a Candidate’s Integrity
Today, I was reading a few articles about recruitment in India, when I stumbled upon this interesting piece, written by the CEO of Indian company Mahindra Special Services Group.
The article describes how, thanks to the predictability of interviews, many candidates have become well-versed in rehearsing the correct actions, and will effectively lie their way through the interview proves – in fact, the article states that according to a 2012 survey conducted by SHRM, approximately 53 per cent of HR managers believed that candidates were falsifying information on their CVs.
It goes on to explain a few different methods companies can use to assess the ethics and integrity of their candidates. The advice is not specific to recruitment in India, and applies internationally, so I thought I’d share it here:
1. Check Social Media Profiles
According to the author of the article, researching candidates via their social media profiles can provide some huge insights. The author explains social media profiles as being essentially resumes endorsed by peers and friends, and says that it is a very good way of understanding a candidate’s personality and lifestyle.
2. Mix Up The Interview Process
If you want to prevent candidates from ‘gaming’ the interview and selection process, then you might want to introduce situations that are harder to prepare for – for example, add a bit of job-relevant role play, discuss a controversial case study, or even ask a thought-provoking question such as “would you lie for me?”.
3. Bring the Experts On-Board
Of course, if you really want to peer through the window of your candidates’ souls, you could even consider bringing a panel of specialists along – such as psychologists and behaviour experts, who can help you to better understand how each candidate is likely to respond to frustration, stress, peer pressure and general workplace anxieties. This might be a little intimidating for the candidate, but if employee integrity is a really hot topic for you, then it’s worth considering.
What do you do to assess your candidates’ integrity?
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