Psychological tricks: how a recruiter can understand real candidate’s intentions

It is becoming very hard for recruiters to understand the real candidate's intentions

Finding and hiring the right talent is a very complicated process that needs recruiters to apply different tactics. They have to interview a large number of people who showcase their strong sides to get hired. However, hiring managers have to check all the candidates and choose one or a few applicants who match a particular role.

Trying to increase their chances of being hired, a lot of applicants share irrelevant information about their skills and professional background. Therefore, recruiters use different psychological tricks to unveil the real intentions of candidates.

For starters, they try to identify an applicant’s motivation to get a particular job. Then, they ask tricky questions that confuse candidates and examine their reactions in stressful and unexpected situations. They also consider body language to spot the real applicant’s personal qualities.

Identifies real motivation

When it comes to hiring a new employee, managers must find a highly motivated worker who will work at a high performance. Therefore, they need to identify factors that motivate people to showcase their talent, work at a high pace, and achieve great results.

Doubtless, all employers work for reward. High pay rates can motivate people to work efficiently and achieve great results. However, if a worker is motivated by getting a good check only, it’s not good for a company. Such an employer will quit their job with no side thought, having a chance to earn more.

A recruiter needs to find a real applicant’s intentions by finding other motivation factors. A hiring manager needs to ask about different things that a candidate may value and detect ones that excite them. 

A perfect candidate has to follow a company’s goals and mission. For instance, if a firm offers services in the assignment writing help niche, the task to create an review should make an applicant excited. They need to have a desire to do it even for free. An ideal applicant needs to strive for self-empowerment by achieving great results. Also, they need to have a large desire to get praise from managers.

Unlike the next stage of the interview processes, the real motivation identifying can be performed over a phone or a one-a-one online meeting. 

Considers body language

These days applicants spend a lot of time preparing for their job interviews. They read tons of different guides and know the right answers to any possible questions that a recruiter may ask. Therefore, a face-to-face interview is a necessary process to find a real candidate’s intentions. During an interview, a recruiter needs to pay close attention to body language that is hard to fake.

For instance, if an applicant slouches, it’s a sign of low self-esteem that is not good. Vice versa, if a candidate feels too confident in a room and sits too close to a recruiter, it’s a sign of a defensive position. It is a sign that a potential employee doesn’t want some irrelevant information provided in a resume to be revealed.

Shoulders can help detect a liar during a face-to-face conversation. If a candidate moves only one shoulder or doesn’t move them may signify that the applicant lies. Neck rubbing and eye contact avoidance are also the signs that a person lies. For instance, body language can help recruiters find applicants who used help while studying by asking, “Have you ever read the college-paper review?” and examining a candidate’s reaction.

Asks tricky questions

Tricky questions are one of the favourite instruments of hiring managers to find out the real candidate’s intentions. They ask controversial questions that make applicants take a deep dive and present themselves truthfully.

Doubtlessly, the majority of candidates know how to answer the “Where do you see yourself in five years?” or “What your previous boss would say about you?” questions. However, there are some tricky questions that most job seekers don’t know about. They help determine the real goals, needs, and expectations of applicants. For instance, interviewing a recently graduated applicant, a hiring manager can ask, “Is DoMyEssay legit?” to find if an applicant used assignment writing help while studying. 

Asking a potential employee, “How many times did you fail in your professional life?” a recruiter can find a good candidate. People who answer that they had a lot of attempts to achieve success and most of them fail are good applicants. Such people will try something new and bring innovations because they are not afraid to fail. Moreover, they know that there is nothing scary in failing as everything can be started from scratch. 

However, it’s recommended to avoid applicants who never fail in their lives because they have zero experience or they are liars. Alternatively, people who never fail in their professional lives may be very meticulous workers. This personal characteristic decreases a worker’s performance and makes projects very expensive for a company, despite the high quality of work.

Helpful recommendation for recruiters

Sometimes it can be quite hard to create a friendly environment in a conference room to let potential employees feel relaxed. If you want to learn more about a candidate, change the environment and talk about anything distracted. Feel free to move from a conference room to a dining room and offer a mug of coffee or tea. It will help you start an interview positively and discover the real candidate’s intentions during a frank conversation.

The British Institute of Recruiters is the Professional Body operating The Recruitment Certification Scheme

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