When hiring for medical roles, the stakes are high. A candidate stretching the truth can lead to hiring someone who may not meet the critical demands of the role. To ensure you make the best decision, it’s essential to spot potential deceptions and focus on uncovering accurate and useful information during the hiring process.
Common Lies and Their Impacts
Independent research shows that over one-third of candidates admit to not being completely honest during interviews. The most common areas of deception include:
Overstating skills or experience in specific areas.
Misrepresenting current or past salaries.
Providing inaccurate reasons for leaving previous roles.
One expert in truth and deception highlights that while some candidates lie to remain competitive, even small untruths can lead to costly mistakes for employers. In medical settings, the implications of hiring someone unqualified can have a significant impact on patient care and team dynamics.
Strategies to Spot Deception During the Interview
1. Put Skills to the Test
Competency-based interviews are an effective way to assess whether a candidate truly possesses the skills and experience they claim. Involve a subject matter expert to ask detailed questions about the candidate’s past roles and achievements.
Examples:
Ask about specific systems or processes they’ve worked with.
Explore their role in team dynamics or the scope of their responsibilities.
This approach not only reveals exaggerations but can also uncover valuable skills or achievements that the candidate may have overlooked.
2. Create a Truth-Telling Environment
Encouraging honesty is just as important as detecting dishonesty. Set the tone for an open conversation by being transparent about the challenges of the role and your expectations.
Tips:
Be upfront about your hiring process and emphasise the importance of finding the right fit for both parties.
Provide opportunities for candidates to clarify or amend their application, such as asking, “Is there anything you’d like to add or correct?”
Hypothetical Scenarios: Pose hypothetical scenarios relevant to the medical field to see how candidates would react. Their ability to think on their feet and provide logical responses can indicate their honesty and problem-solving skills.
This can make candidates feel more comfortable admitting when they lack a specific skill rather than fabricating an answer.
3. Avoid Relying Solely on Instinct
While experience can help interviewers pick up on inconsistencies, it’s crucial to validate your instincts with objective information. If something doesn’t seem right, consider circling back to the topic later or confirming details during reference checks.
Beyond the Interview: Verifying Candidate Claims
1. Conduct Thorough Reference Checks
Reference checks are a vital part of verifying a candidate’s claims. Confirm:
Employment dates and responsibilities.
Relevant skills and achievements.
Reasons for leaving previous roles.
Consider involving a subject matter expert to ask in-depth questions and gain more specific insights.
2. Use Social Media with Caution
While social media profiles can offer additional information, it’s important to approach them critically. Discrepancies between a resumé and an online profile can be a starting point for discussion, but avoid making assumptions based solely on what you see online.
3. Take Your Time
Hiring for medical roles should never be rushed. Carefully plan your interview questions to ensure they assess the key competencies required for the role. After the interview, take the time to review all information and avoid jumping to conclusions.
Key Tips:
Structure interviews with clear objectives, but allow for open discussion.
Collect and verify data before making a final decision.
Ensure your questions align with the competencies you’re assessing.
Building a Transparent Hiring Process
Uncovering truthful and useful information is critical for hiring the right candidate. By fostering an environment of openness and using strategies to verify details, you can confidently select the best candidate for your medical team.