Candidate Dishonesty in Resumes and Interviews – Blog #2 of 4

The first blog in this series presented research on the extent of dishonesty through the interview process. At Topgrading, Inc. we’ve conducted over 6,500 interviews and in our experience about 40% of resumes contain fiction and those 40% lie in interviews. This blog presents our findings on what candidates lie about. While the research around …

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Candidate Dishonesty in Resumes and Interviews – Blog #1 of 4

At some point in our career, we’ll be won over by a candidate who conceals their low performance by exaggerating their qualifications and performance on their resume and in interviews.  We eventually realized we were conned because they failed to perform even close to how they portrayed themselves in the hiring processes.  Candidates may bend …

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Psychological Principles All Hiring Managers Need to Know Part #3

Over the past few weeks, I’ve delved into a few psychological principles that you may come across during the hiring process.  A Ph.D. in psychology is not a qualification to effectively interview candidates and hire the right talent but it helps to understand some key psychological principles.  (This is coming from someone with a Ph.D. …

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Psychological Principles All Hiring Managers Need To Know

This blog is the second in a series of three that explains how to spot and get deeper insights into candidates who use common defense mechanisms.  Projection was addressed in the first blog, this blog will explore Denial and Rationalization. Many is not a qualification to effectively interview candidates and hire the right talent but …

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How to Get Candidates to Tell You the Whole Truth

After decades in the industry, I’ve found that candidates have a common tendency to not be entirely honest during the application and interview process. They may hype their experience in resumes and interviews, and conceal mistakes made in their careers and jobs that didn’t work out.  If you’ve been a hiring manager, in HR or …

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When interviewing candidates you need to understand “projection.”

   You don’t have to have to have a Ph.D. in psychology to effectively interview candidates for hire, but it helps to understand some key psychological principles. But first — an elaboration on the point about the Ph.D. in Psychology. There is an industry of psychologists who interview candidates for hire for companies who don’t trust …

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The One Most Important Question to Ask Candidates

As an author of 5 books on hiring, all with the emphasis on the most revealing interview, the long, chronological Topgrading Interview, I’m hesitant to suggest one question being most important. But here is that all-important question:  KNOWING THAT A FINAL STEP IN HIRING IS FOR YOU (CANDIDATE) TO ARRANGE REFERENCE CALLS WITH YOUR MANAGERS IN …

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The testing industry is huge

The testing industry is huge – thousands of companies pay a lot of money to administer tests to candidates for hire. Why? Simple – many studies show that more than 50% of resumes contain hype, fiction, and lies. Why? (I sound like one of my grandkids) Simple – because reference checks are almost worthless. Why? …

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Interview Questions That Are Risky to Ask

Avoid spending time in a minimum-security prison!  Just kidding, but you know that questions like,  “Are you pregnant” are illegal. Having personally conducted over 6,500 hiring interviews of candidates for executive positions, and having written 5 books on interviewing (the latest:  Topgrading: 3rd edition), I frequently am asked what interview questions NOT to ask.  That happens to …

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Second-in-Command at 25 Iconic American Companies

Warren Buffett. Mark Zuckerberg. Elon Musk. Jeff Bezos. We know these CEOs, and the companies they run. These men are global icons. But they don’t work alone. In some cases, they have many thousands of people working under them. Today, we’re only curious about one of those people—who’s number two?