Unveiling HR Interview Tricks: Understanding Candidate Personality and Veracity

In the United States, human resources (HR) professionals are responsible for evaluating candidates during the interview process. While personality assessment is not typically a primary focus, certain strategies and questioning techniques can help uncover the truth behind a candidate's responses. This article explores some of the common tactics used by HR but also clarifies the less-trick-like aspects of the interviewing process.

HR's Approach to Personality Analysis

During interviews, HR professionals generally aim to gather information that pertains to a candidate's ability to perform the job rather than their personality. However, there are subtle and not-so-subtle methods used to discern the true character of a candidate. For instance, if a candidate's responses seem overly rehearsed or inconsistent, interviewers are likely to pick up on the discrepancy, which can indicate a prepared script rather than genuine thoughts and feelings.

It's worth noting that most people are not adept at lying, particularly under the pressure of an interview. Therefore, follow-up questions and the candidate's responses to them can often reveal whether their answers are genuine or fabricated.

The True Focus: Skills and Abilities

One key aspect to understand is that HR interviewers are mostly concerned with a candidate's ability to execute the job's core functions. In the context of software engineering, for example, HR is not only interested in technical skills but also in the candidate's ability to collaborate effectively with team members. This is where the expertise of hiring managers and future colleagues comes into play, as they can ask more targeted and complex questions that delve into both professional skills and interpersonal dynamics.

Security Concerns in Certain Industries

In some industries, particularly those with a high risk of fraud or theft, HR may have additional responsibilities beyond just matching technical skills with positions. For instance, in industries where there is a potential for fraudulent activities (like tips or office supplies), HR might need to assess candidates more carefully to ensure their integrity before hiring. This is where having a network of professionals, including team members and potential colleagues, can be incredibly helpful in evaluating a candidate's suitability.

No Hidden Traps, Just Preparation

One common misconception is that HR interviews involve hidden “trick” questions. It's important to recognize that HR usually sticks to a standardized list of questions designed to evaluate candidates objectively. These questions are meant to elicit a candidate's genuine responses and to uncover the reasons why they would like to work for the company.

Additionally, many companies conduct background checks as part of the hiring process. These checks can provide invaluable information about a candidate's past behavior and character, further reducing the risk of hiring someone who might not be suitable for the role or the company culture.

In summary, while HR may not use complex trick questions, they do employ various methods to assess the truthfulness and suitability of candidates. These include natural interrogation techniques, follow-up questions, and thorough background checks. Understanding these processes can help candidates prepare more effectively for interviews and ensure a better fit for potential employment.