Mark Bradbourne, 46, who works as an engineer in Ohio, recalled a trickster who got even further in the hiring process several years ago. I thought no one would notice.’ The role was 100 percent remote, so maybe he thought it wouldn’t make a difference.” Sylvestre recalled asking the candidate, bewildered. “What were you going to do if you ended up getting the role?” Ms. Sylvestre later asked why his vocal pitch had changed, and he confessed that he had asked a friend to do the video interview for him. When she conducted a follow-up technical interview by video, his voice seemed to have deepened. She did an initial phone screening with the candidate, in which she noted that he had a high-pitched voice.
That’s something Tamara Sylvestre, 32, said she realized last year when she was working as a recruiter at a staffing firm based in Michigan and interviewed someone for an engineering position. Roulin.Įmployers are also facing a moment in which collective angst is driving all kinds of unusual misbehavior. Some two-thirds of job applicants use deceptive ingratiation, and over half admit to slight image creation, according to research by Dr. Slight image creation means inflating your skills just a bit (maybe that camping trip becomes a passion for wilderness survival), while extensive image creation means making up stories of fake accomplishments (maybe that camping trip includes wrestling a bear). Deceptive ingratiation can mean laughing at unfunny jokes, and honest ingratiation can be connecting with the interviewer over real shared interests, like hiking or watching the Knicks.
#The extra output that the last worker hired adds how to
Most job seekers use what’s called “impression management” in the interview process, which means they’re thinking about how to present the best version of themselves, according to Joshua Bourdage, an organizational psychologist at the University of Calgary, and Nicolas Roulin, an organizational psychologist at Saint Mary’s University.īut there are honest, relatively honest and flat-out deceptive versions of that. Psychologists who study interviews note that a wide range of inauthentic behaviors can be in play. “I always tried to keep the energy super high,” Mr. At the same time, people are doing far more interviews than before, with about one in five employees voluntarily switching jobs in 2020. Feldman noted, which may make it easier for people to justify presenting themselves in an inaccurate way. Telephone calls can create a psychological distance between the interviewer and interviewee, Dr. Virtual interviews leave open the possibility that candidates can ask a friend to feed them answers. Remote hiring processes have given some job seekers the impression that they can get away with extreme forms of dishonesty. As they get older, the stakes of lying are raised - most notably in a job interview, when there’s money on the table.
“It’s very easy to present yourself as you would like to be, as opposed to the way you really are,” said Robert Feldman, a psychologist at University of Massachusetts Amherst and the author of “The Liar in Your Life.” People, he added, tend to learn from a young age the advantages conferred by fibbing.Ĭhildren are taught that when Grandma comes over with the gift of an impossibly ugly sweater, they should act as if they had gotten a PlayStation, Dr. (“The surprising secret to interview success - be yourself,” goes the typical advice.) It can be a psychologically taxing combination of tips, compelling job seekers to wonder how they can simultaneously convey a real sense of their flawed, leave-dishes-in-the-sink personalities while also boasting of their abilities as a math whiz, polyglot, team leader, calendaring virtuoso or whatever. Recruiters encourage people to be genuine, even have fun with the process.
Interview guides urge candidates to put their best foot forward. Job interviews have always demanded a pair of somewhat incongruous qualities: authenticity and polish.
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